Preliminary Processes
Every workplace concern needs the right response — that doesn't always mean a full independent investigation.
Sometimes the right first step is a structured, independent process to understand what has happened, clarify what is being raised, and determine the most appropriate path forward. We call these preliminary processes — and getting this step right can make all the difference.
● Why it matters
Choosing the right process from the start
A full investigation is not always the most proportionate, fair, or effective response to a workplace complaint. Launching a formal process too early - or without sufficient information - can be disproportionate and cause unnecessary stress for those involved. However, failing to act thoroughly on a serious concern can leave employers exposed and erode trust.
Preliminary processes allow us to gather information before any further formal steps are taken. They are structured, expert-led, and conducted in accordance with the same principles as a full investigation. They give employers a clearer picture of what they are dealing with - and a sound basis for deciding the most appropriate next step.
We work with employers and their legal representatives to triage complaints effectively — helping you ask the right questions early, so the process that follows is the right one.
● Our Preliminary Processes
Ways we can help
Independent Preliminary Assessment
When a complaint has been raised but the allegations are unclear, or a complainant is reluctant to go “on the record”, a preliminary assessment gives us the opportunity to gather and review the available information. This may include interviewing the complainant and key witnesses.
We then provide an independent opinion on whether a full investigation is warranted, and if so, how it should be framed. This process can often be completed quickly, and in our experience it almost always helps build trust with a reluctant complainant — making a full process more likely to succeed (if one is needed).
Independent Preliminary Interview
Where the complaint has been raised but lacks the detail needed to scope a full investigation, we conduct a structured interview with the complainant. This is recorded and transcribed under the same conditions as an investigation interview. From this, we prepare an allegation table that clearly sets out the who, what, where, when and how. This ensures that if an investigation follows, the allegations can be scoped (if necessary) and both the respondent and the investigator have a clear picture of the concerns raised.
● FAQs
Common questions
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A preliminary workplace assessment is an initial review of a workplace concern to determine whether further action is required. It helps employers understand the nature of the issue and decide whether a formal workplace investigation or another resolution process is the most appropriate next step.
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A preliminary process may be appropriate when concerns are first raised and the facts are unclear. It can help employers assess the situation, identify potential risks, and determine whether a formal investigation, workplace review, or informal resolution is required.
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A preliminary process is an initial assessment designed to understand the issues and recommend an appropriate course of action. It doesn’t make factual findings on the issues. A workplace investigation is a formal fact-finding process used to examine specific allegations, gather evidence, and reach findings.
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A preliminary assessment should be conducted by someone with the appropriate skills, experience, and independence. Preliminary processes usually need to be conducted quickly so the organisation can take appropriate next steps to address the issue. Using an external consultant ensures you have someone with both the expertise and the capacity to conduct the process efficiently. If a full investigation is then required, we recommend the same person then conducts the full investigation - this is the most cost efficient approach, and provides continuity for the people involved.
● Our Expertise
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At Woven, we specialise in conducting independent, impartial and efficient workplace investigations. We appreciate that the investigation’s integrity depends on the quality of the information we gather and our adherence to a fair process. We are adept at communicating the process, gaining trust and interviewing participants to obtain relevant information. We present our findings to you in a clear and succinct manner. We get you the information you need to take the next steps.
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Our independent workplace reviews can help you identify and address any issues within a team or workplace early on. When something doesn’t seem right – where there is increased turnover, low employee survey results, high sick leave or informal concerns being raised - we take a deep dive. Our review process identifies what is working well, what is not and what can be done better. We build a rapport with your people to ensure they feel comfortable to share issues that are impacting them at work. We recommend practical steps to address any issues identified . These recommendations enable you to make real improvements to ensure your people are working positively and collaboratively within a safe and supportive working environment.
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Woven provides tailored investigation training to internal teams. We share the insights we have gained through hundreds of investigation processes. We outline:
investigation best practice,
how to navigate the potential pitfalls that can inevitably arise; and
how to assess evidence and make robust findings.