Workplace Investigations: Why Every Workplace Needs an Investigation Plan

Last updated January 12, 2026

Written by Janice Simpson

Senior HR Consultant, Workplace Investigator and Board Governance Specialist

Vertical Bridge HR

At Vertical Bridge HR, we remind our clients that even strong workplace cultures can face difficult moments — a complaint, a conflict, or an allegation of bullying and harassment or a breach of privacy that needs careful handling. In those moments, preparation is everything.

Having clear policies and trained leaders in place means issues can be addressed quickly, fairly, and confidentially. Confidentiality is more than a checkbox, it protects the integrity of the process, builds trust, and ensures everyone involved feels safe to participate.

Being proactive means knowing when to initiate an investigation, who should lead it, and how to maintain neutrality and procedural fairness. It’s advisable to engage someone with formal training in workplace investigations — someone who knows how to conduct interviews, assess credibility, and uphold confidentiality in line with privacy laws and best practices.

Why Being Prepared Matters

Many small businesses only think about investigations when they’re already in the thick of one. But a proactive approach — having clear reporting pathways, defined roles, and a trusted external HR partner can prevent mistakes that damage trust and morale.

Prepared employers:

Have clear, accessible policies for reporting and addressing complaints.
Know who will take the lead if an investigation is required.
Can act quickly, avoiding delays that undermine confidence in the process.
Show employees that issues will be taken seriously and handled objectively.

When organizations are reactive, decisions tend to be emotional, inconsistent, or undocumented which can lead to legal exposure or further conflict. When they’re prepared, leaders can focus on fairness, transparency, and resolution.

When to Bring in External Support

Objectivity is best achieved through a neutral third party. Consider engaging an external HR investigator when:

There’s potential for bias or conflict of interest.
The matter is complex or sensitive (e.g., harassment, discrimination).
Your organization does not have internal HR expertise.

At Vertical Bridge HR, we support clients who want to ensure their investigation process is both compliant and compassionate. External investigators bring neutrality, structure, and documentation that helps all parties feel respected and heard.

Our team at Vertical Bridge HR helps organizations put the right foundations in place — from investigation frameworks and policy design to leading impartial investigations when needed. Because being prepared isn’t just good compliance — it’s good leadership.