Workplace Investigation & Independent Advisory Services

Robust Leaders provides independent, defensible workplace investigation and advisory services to support organisations dealing with serious people-related issues, complaints, and psychosocial risk.

We are engaged where matters involve leadership behaviour, power dynamics, psychological safety, governance exposure, or heightened regulatory and reputational risk. Our role is to bring clarity, objectivity and calm decision-making to situations where internal processes are under strain.

Trusted Independent Support

Robust Leaders is trusted by organisations across Australia to manage sensitive workplace matters with discretion, rigour and fairness.

Our work is grounded in:

WHS and psychosocial risk obligations
governance and officer due diligence
procedural fairness
an understanding of how stress and threat affect behaviour, memory and decision-making

We support organisations to respond lawfully, proportionately and defensibly when issues arise.

Workplace Investigation & Advisory Services

Workplace Conflict & Conduct Matters

We support organisations to address workplace conflict involving individuals, teams or leadership groups. Our approach examines behavioural drivers, system contributors and leadership dynamics — not just surface-level disputes — to support resolution and prevent recurrence.

Misconduct, Incidents & Complaints

We investigate allegations of misconduct, policy breaches, workplace incidents and formal complaints. This includes reviewing evidence, interviewing relevant parties, assessing policy and WHS compliance, and providing clear findings to inform appropriate organisational responses.

Bullying, Harassment & Discrimination

We conduct independent investigations into allegations of bullying, harassment, discrimination and other inappropriate workplace behaviour. Our approach recognises the complexity of psychosocial risk, power imbalance and perception under pressure, while maintaining procedural fairness and evidentiary rigour.

Psychosocial Risk & Complaints Handling Frameworks

Robust Leaders designs and reviews complaints handling and investigation frameworks to ensure they are:

compliant with WHS and employment obligations
psychologically safe
clear, consistent and defensible

This includes reporting pathways, investigation protocols, escalation processes and guidance for leaders and HR teams.

Workplace Culture & Risk Reviews

We undertake culture and people-risk reviews where concerns indicate broader systemic issues. This may include analysis of leadership behaviour, decision-making patterns, policies, employee feedback and organisational controls to identify underlying risk drivers.

Complex & High-Risk Investigations

We manage complex investigations involving senior leadership, multiple parties, serious allegations or heightened scrutiny. These matters often require coordination with legal counsel, regulators or insurers and demand a high level of independence and discretion.

When to Initiate a Workplace Investigation

Organisations should consider initiating an independent workplace investigation when allegations arise that may impact:

employee safety or wellbeing
psychological health and WHS obligations
organisational culture
governance, legal or reputational standing

This commonly includes:

Bullying, Harassment or Discrimination

Allegations of inappropriate conduct, including bullying, sexual harassment or discrimination, require prompt, fair and independent assessment to establish facts and meet employer obligations.

Policy Breaches & Misconduct

Where there are allegations of misconduct, breaches of policy, conflicts of interest, misuse of resources or ethical concerns, investigations support defensible decision-making.

Safety Incidents & Psychosocial Harm

Investigations may be required following incidents, near misses or concerns indicating psychosocial harm, leadership-related risk or system failure.

Why Use an Independent Investigator

When Senior Leadership Is Involved

Independent investigation is critical where allegations involve executives or senior leaders, ensuring impartiality and maintaining trust in the process.

When Internal HR Is Conflicted or Overloaded

External support is appropriate when internal HR teams face conflicts of interest, lack capacity, or require specialist expertise in high-risk matters.

When Legal, Regulatory or Reputational Risk Is High

Independent investigations provide credibility, rigour and defensibility where outcomes may be scrutinised by regulators, insurers, Boards or external parties.

Our Approach

Robust Leaders does not approach investigations as a procedural exercise alone. We understand that stress, fear and power dynamics affect how people behave, recall events and respond to process. Neuroscience informs how we assess risk and conduct investigations — not to excuse behaviour, but to ensure fair, proportionate and evidence-based outcomes.

Our role is to support organisations to:

establish facts
reduce harm
meet legal and WHS obligations
and make decisions they can stand behind

Do You Require Immediate Support?

If you are managing a sensitive workplace issue or considering an investigation, contact Robust Leaders for a confidential discussion.

Early, independent intervention reduces escalation, protects people, and safeguards the organisation.