Paula Hoctor

Paula Hoctor is an Australian workplace investigation specialist, trainer, presenter, author and founder of Q Workplace Solutions and its training arm, Q Workplace Training. Paula and her team of independent, legally trained investigators are trusted by large private and public entities, including ASX-listed multinationals and government departments to: lead their most complex and sensitive investigations; support, coach and train their internal investigation teams; and conduct independent workplace culture reviews. Paula is a recognised leader in the field who is passionate about delivering people-centric, trauma-informed and culturally responsive workplace investigation services. Connect with Paula on LinkedIn.

What’s trending in workplace investigations and what’s the outlook for 2025?

How To Conduct An Effective Investigation / By

KEY TAKEAWAYS: Five key workplace investigation trends dominated 2024 and developments to watch in 2025: Workplace investigations and internal investigation teams on the rise | 2025 outlook: demand will continue Increased involvement of WHS teams in sexual harassment and bullying investigations | 2025 outlook: cooperation between HR and WHS will be critical, particularly as workplace […]

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Supporting workplace investigator wellbeing

How To Conduct An Effective Investigation / By

KEY TAKEAWAYS: workplace investigators are often exposed to confronting content and distressed people in the course of their work, putting them at risk of vicarious trauma and burn out we continue to see an increased demand for workplace investigations and skilled and resilient investigators while organisations are focused on resourcing and supporting the investigations function,

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Case review | Breach of trust: Secret recordings can lead to a fair dismissal

Best Practice Templates For Your Next Investigation / By

K v P [2024] FWC 2753 This recent Fair Work Commission (FWC) decision provides a clearly reasoned reminder that secretly recording a workplace conversation without justification, is highly inappropriate and can provide a valid reason for dismissal. KEY TAKEAWAYS: A secret workplace recording: is likely to be contrary to the duty of good faith and

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Let’s yarn about culturally safe workplace investigations involving Aboriginal or Torres Strait Islander participants

How To Conduct An Effective Investigation / By

KEY TAKEAWAYS: Cultural competency assess team and individual cultural maturity and capabilities, including awareness of conscious and unconscious bias consider engaging an Indigenous engagement advisor to educate and upskill staff, particularly on issues such as gender, shame, kinship, and power imbalances, and how to sensitively manage these issues during an investigation. Investigation planning ascertain if

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Man asleep on a desk

Case note: Falling asleep on procedural fairness

How To Conduct An Effective Investigation / By

Gardner v Piacentini & Son [2024] FWC 211 KEY TAKEAWAYS Procedural fairness: an employee is to be provided with an opportunity to respond to the details of any allegations before factual findings are made a show cause meeting, held after the employer has decided to substantiate misconduct allegations, does not provide an employee with sufficient

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Q Workplace Solutions | Workplace Ivestigation

AHRC National Sexual Harassment Inquiry – Takeaways For Workplace Investigations

Best Practice Templates For Your Next Investigation / By

Respect@Work – National Inquiry into Sexual Harassment in Australian Workplaces by the Australian Human Rights Commission. What was the inquiry about? In March 2020, following an 18-month inquiry, Sex Discrimination Commissioner Kate Jenkins handed down the Australian Human Rights Commission’s report of the National Inquiry into Sexual Harassment in Australian Workplaces, Respect@Work. The Commission was

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Q Workplace Solutions | Workplace Ivestigation

Head in the sand: Company criticised for failing to investigate workplace complaint

Best Practice Templates For Your Next Investigation / By

An employee who claims her complaints of inappropriate behavior in the workplace were never investigated has won her unfair dismissal claim, after the employer company failed to appear. A former employee of Billboard Media lodged an unfair dismissal claim with the Fair Work Commission (FWC). The threshold issue for determination by the FWC was whether

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