Employment investigations
Independent investigations under the Employment Relations Act, 2000. Procedurally sound, evidence-based, and built to withstand Employment Court and Employment Relations Authority scrutiny.
New Zealand · Auckland & Dunedin
Workplace investigations for New Zealand organisations.
The New Zealand context
The Employment Court scrutinises methodology. Not just outcomes.
In New Zealand, a workplace investigation that produces a finding is not enough. The process that produced it must also be sound.
The Employment Relations Act 2000 sets a high bar for the procedural fairness of workplace investigations. The Employment Court and Employment Relations Authority examine how interviews were conducted, how evidence was assessed, and whether the process was genuinely independent.
Psychosocial safety obligations under the Health and Safety at Work Act 2015 add a further layer. The investigation process itself is a workplace interaction subject to those obligations.
The question is no longer whether to investigate. It is whether the investigation will stand.
Employment Relations Act, 2000
ERA investigations require procedural fairness, genuine independence, and structured methodology. The authority will scrutinise how the investigation was conducted, not just what it concluded.
Health and Safety at Work Act, 2015
Psychosocial safety obligations apply throughout the investigation process. Trauma-aware practice is not optional. It is both ethically required and legally relevant.
AWI-CH standard in New Zealand
Sreevidya Varma holds the AWI Certificate Holder credential, the internationally recognised benchmark for workplace investigation competence, applied to every New Zealand engagement.
AMINZ mediator · New Zealand
Sreevidya Varma is credentialled by the Arbitrators' and Mediators' Institute of New Zealand (AMINZ), the recognised professional body for mediators in New Zealand. For matters where conciliation or mediation is appropriate before or instead of a formal investigation, this capability is available as part of the practice.
Our approach
Structured methodology. Defensible process. Trauma-aware.
The same AWI-CH standard applied to every NZ engagement, with full awareness of ERA obligations and the Employment Court's methodology expectations.
Misconduct and conduct disputes
Workplace misconduct, bullying, harassment, and conduct disputes where independent investigation is required. Findings documented to ERA standard.
Capability building
HR and leadership teams trained in defensible investigative practice. IMS methodology, ERA context, and the practical skills to conduct a compliant process.
Systems work via ReWireWorks
Post-investigation structural redesign, psychosocial safety, culture diagnostics, and leadership alignment. Via ReWireWorks.
Where we operate
Auckland and Dunedin. Nationwide virtually.
Virtual
Nationwide delivery
All investigation and capability services delivered virtually across New Zealand. Available to any NZ organisation regardless of location.
Auckland
In-person available
In-person investigations and training available in Auckland. Serving organisations across the Auckland region and upper North Island.
Dunedin
In-person available
In-person investigations and training available in Dunedin. Serving organisations in Otago, Southland, and other South Island locations by arrangement.
Every engagement starts with a conversation.
Investigation, mediation, capability building, or systems work: tell us what the situation calls for.