Question 1

What makes a workplace investigation procedurally fair?

Accepted Answer

Procedural fairness requires that the person under investigation is told the allegation clearly, given a genuine opportunity to respond, and has their response considered before any finding is made. The investigator must be independent, apply a consistent standard of evidence, and document the process in a way that withstands scrutiny from a regulator, tribunal, or court. In human services, a finding can affect registration and audit outcomes — the investigation process needs to meet that standard.

Question 2

What is the Reportable Conduct Scheme and does it apply to my organisation?

Accepted Answer

The Reportable Conduct Scheme requires organisations with child-connected workers to investigate and report certain types of worker conduct to the relevant oversight body — in NSW that is the Office of the Children's Guardian. Coverage depends on the organisation, service type, worker role and jurisdiction. Some NDIS providers, out-of-home care organisations, child protection agencies, homelessness services and other child-related organisations may be covered. Applicability should be checked against the current law and regulator guidance before an investigation begins.

Question 3

How long does a workplace investigation take?

Accepted Answer

Most workplace investigations are completed within four to eight weeks from engagement, depending on the complexity of the allegation, the number of witnesses, and the availability of key parties. Reportable conduct investigations involving statutory reporting obligations have specific timeframes set by the relevant oversight body. At the outset of every engagement, a clear timeline is established and communicated to the organisation.

Question 4

What happens after the findings are delivered?

Accepted Answer

The investigation report contains findings of fact and may include recommendations for management action, policy review, or systems improvement. The Planning and Practice Hub provides support after the findings — helping organisations understand what the findings mean for their regulatory obligations, how to communicate the outcome to relevant parties, and what steps are required for compliance or remediation. A report dropped in your inbox is not the end of the process.

Question 5

Can you investigate a CEO or board member?

Accepted Answer

Yes. When the allegation involves a senior staff member or board member, internal impartiality cannot be assured. An independent external investigator is often the only way to conduct a credible, defensible investigation in these circumstances. The Planning and Practice Hub has experience conducting investigations at the most senior levels of human services organisations.

Question 6

Is Rachel Willis an approved local government Code of Conduct investigator?

Accepted Answer

Rachel Willis is prequalified for Code of Conduct investigation work across the six participating Mid North Coast councils. The service is also available to other councils, human services organisations and not-for-profits where an independent external investigator is required.

Question 7

Is the service available outside New South Wales?

Accepted Answer

Yes. The Planning and Practice Hub operates a national practice. Investigations are conducted remotely where appropriate and on-site where the circumstances require it. National schemes such as the NDIS and aged care incident frameworks may apply, while reportable-conduct obligations vary by jurisdiction. Each investigation is scoped against the organisation’s actual services, location and current regulatory obligations.

Workplace Investigations and Code of Conduct Reviews

The problem with how this has always worked

What this service covers

Workplace misconduct

Reportable conduct

Senior staff and CEO investigations

Code of conduct reviews

Governance failure reviews

Why this is different

Common questions.

Related reading

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