Workplace investigations that find the facts, and fix the system behind them.
Independent, licensed, procedurally fair investigations across Perth and regional WA. Backed by 25 years of workplace relations experience and reports built to withstand the Fair Work Commission.
Talk to us confidentiallyWhen a complaint lands on your desk, the way you respond matters as much as the outcome. A rushed or biased process creates more risk than the original issue.
LevelUp conducts independent, procedurally fair workplace investigations that stand up to scrutiny in the Fair Work Commission, anti-discrimination tribunals and court.
And because we work across HR, IR and systems, we do not stop at the findings. We help you understand and fix the process, controls and leadership gaps that let the issue arise in the first place.
Most investigators stop at the findings. We do not.
An investigation tells you what happened. It does not, on its own, stop it happening again. LevelUp sits across workplace relations, process design and systems, so once the findings are in, we can help rebuild the controls, role clarity, reporting lines and leadership routines that prevent a repeat.
What we investigate
How we work
Every matter follows the same structure. Procedural fairness at every step, not just at the end.
Confidential intake
We assess the complaint, scope the matter, and advise on whether a formal investigation is the right step or whether another process fits better.
Terms of reference
We agree the allegations, scope and process in writing before we begin.
Evidence and interviews
We gather documents, interview the complainant, respondent and witnesses, and apply procedural fairness at every step.
Findings
We make findings of fact against each allegation, on the balance of probabilities, with the reasoning that supports each one.
Report and recommendations
You receive a clear, defensible report. Where instructed, we recommend action and next steps.
Systemic fix
We help address the process, control or leadership gaps the investigation surfaced, so the issue does not recur.
Licensed, independent, and built to withstand scrutiny.
LevelUp’s investigations are conducted under licence. Our principal holds both a Western Australian Investigator’s Licence and an Inquiry Agent’s Licence under the Security and Related Activities (Control) Act 1996.
The respondent knows the allegations and has a genuine opportunity to respond before findings are made.
No prior relationship with the parties, no stake in the outcome.
Fair Work Commission, anti-discrimination tribunal, WHS regulatory and court scrutiny: terms of reference, methodology, evidence, findings against each allegation, and the reasoning behind each.
Behind every matter, applied to the complexity of the specific facts, not a template.
LevelUp uses its own tools to accelerate the mechanical parts of an investigation, organising evidence, building chronologies and structuring documents. The judgement, the interviews and the findings are always made by a human investigator, never by AI.
If something has landed on your desk, start with a confidential conversation.
Workplace investigations are sensitive and time-critical. The earlier you get the process right, the lower your risk. Talk to us in confidence about what you are dealing with, before you take a step that is hard to undo.
Talk to us confidentiallyFrequently asked questions
When should an employer appoint an external investigator?
When the matter involves serious allegations, when there is a conflict of interest internally, when the respondent is senior, or when the findings may be tested before the Fair Work Commission or a court. External investigators are not required in every case, but they are the right choice when independence and impartiality need to be beyond question.
What is procedural fairness in a workplace investigation?
Procedural fairness means the respondent knows the specific allegations against them, has a genuine opportunity to respond to the evidence before findings are made, and is assessed by someone with no prior interest in the outcome. It is not a courtesy. It is a legal requirement, and investigations that skip it are routinely challenged before the Fair Work Commission.
How long does a workplace investigation take?
A straightforward matter with two or three witnesses and limited documents can be completed in two to four weeks. Complex matters involving multiple allegations, many witnesses or large document volumes can take six to twelve weeks. The key variables are the number of allegations, the availability of parties and the volume of evidence to be assessed.
Can a respondent be suspended during an investigation?
Yes. An employer may direct an employee to stay away from the workplace on full pay during an investigation if their continued presence poses a risk, could prejudice the investigation, or is otherwise inappropriate. Suspension during an investigation is not a disciplinary step and must not be characterised as one.
What is the difference between a workplace investigation and a workplace review?
An investigation examines specific allegations and makes findings of fact against each one. A workplace review examines the broader culture, systems or practices in a team or organisation, without necessarily investigating a named individual. They serve different purposes. An investigation may prompt a review, but a review does not substitute for an investigation where there are specific allegations to be tested.
What happens after the investigation report is delivered?
The employer decides what action to take based on the findings and recommendations. Typical outcomes include disciplinary action, performance management, training, policy changes or systemic improvements. If the matter could proceed to the Commission or a tribunal, take legal advice before acting on the report. LevelUp can assist with the post-investigation steps, including the systemic fix work that prevents recurrence.
For more detail on how investigations work, read our Knowledge Hub guide to workplace investigations.
Talk to LevelUp.
Confidential from the first call. 1800 058 587 or book a call.