A support person for your workplace investigation interview

Investigations are stressful for everyone involved, not just the person a complaint is about. I support:

• The respondent, the person the allegations are about
• The complainant, the person who raised the concern, who may have to recount difficult events
• Witnesses, who are often worried about being caught in the middle

Whichever you are, my role is the same: steady, independent and on your side of the table, without taking sides in the investigation itself.

An internal HR team or an external investigator usually runs the interview. You'll typically be told the allegations or the topic in advance, asked a series of questions, and given a chance to respond. Many interviews are recorded or transcribed. You may be asked to keep the investigation confidential.

That confidentiality usually extends to your support person. I'm bound by confidentiality anyway, and I'll confirm it with the investigator if they ask.

• Before: a call to help you understand the process and organise your own thoughts, and meeting you early on the day
• During: sitting with you, taking notes, asking for a break or for a question to be repeated, and handling the small things like water and tissues
• After: a debrief while it's fresh, and typed notes within 24 hours

Investigations often involve a second interview, or a meeting to hear the findings. The ongoing support option keeps the same person with you throughout.

The Fair Work Commission describes a support person as someone who doesn't act as an advocate or present your case. Investigators expect the same. I won't answer questions for you, coach your answers or argue with the investigator. If you need someone to represent you, speak with your union or an employment lawyer, and I can help you find one.

I also can't act as a witness in the same investigation. If I'm connected to the matter in any way, I'll tell you on our first call.