Workplace investigations play a key role in keeping Canadian organizations fair, respectful, and legally compliant. When done right, they help resolve conflicts, uncover facts, and protect both employees and employers. 

But when handled poorly, investigations can do more harm than good—damaging trust, morale, and even a company’s reputation.

Unfortunately, many workplaces still struggle to get the process right. According to recent findings, 40% of employees feel little to no confidence in how their employer investigates workplace issues. 

The biggest complaints? Investigations are often too slow, too biased, or lack transparency. These mistakes don’t just frustrate staff—they can lead to legal challenges, high turnover, and a toxic workplace culture.

In Canada, employers have a legal duty to investigate issues like harassment, discrimination, and violence under provincial occupational health and safety laws.

To support a fair and legally compliant process, workplace harassment training is essential for managers and HR professionals to identify potential issues early, conduct proper investigations, and respond effectively to complaints.

Failing to conduct a proper investigation can lead to penalties, lawsuits, or even regulatory action.

In this post, we’ll walk through the five most common workplace investigation mistakes, supported by real workplace investigation mistakes statistics. 

We’ll also share ways organizations can avoid these pitfalls and improve how they handle complaints. 

Whether you’re an HR professional, business owner, or team leader, getting investigations right is not just good practice—it’s essential for building a safe and fair workplace.

5 Workplace Investigation Mistakes with Stats

Workplace investigations are essential for maintaining trust, safety, and legal compliance. But even well-intentioned organizations often fall short. 

Mistakes in the investigation process can create serious consequences—both for individuals and the broader workplace culture.

From lack of transparency and missed evidence to rushed timelines and bias, these errors can lead to reputational damage, legal exposure, and long-term employee distrust.

To understand the scale of the issue, we need to look at the data. Surveys of workplace investigators reveal that mistakes aren’t rare—they’re widespread. 

In Canada and globally, companies frequently stumble in how they approach, support, and execute internal investigations.

Below, we break down five of the most common workplace investigation mistakes, backed by real statistics. Each mistake is explained with context, consequences, and practical tips to fix or prevent the issue. 

Whether you're in HR, compliance, or management, understanding these pitfalls can help you run fairer, more transparent, and more defensible investigations.

Mistake 1 – Lack of Senior-Level Support for Investigations

One of the most damaging mistakes in workplace investigations is the absence of visible, consistent support from senior leadership. 

When executives or senior managers don’t back the investigation process—or worse, interfere with it—it undermines both the integrity and the perceived fairness of the outcome.

According to a white paper by the Association of Corporate Investigators (ACi), 24% of investigators reported that the lack of senior-level support was a challenge.

This includes resistance to forming independent teams, skepticism about the investigation’s necessity, or subtle pressure to downplay findings. When leadership doesn't value impartiality, the entire process can feel performative or biased.

Without high-level endorsement, investigators may lack access to resources, feel pressured to wrap things up quickly, or even fear retaliation if their findings implicate influential individuals. This discourages thoroughness and objectivity.

To avoid this, organizations must publicly and structurally support investigations. That means building independent investigation teams, promoting the importance of fairness, and shielding the process from influence. 

Leadership should also be involved in setting clear policies that empower investigators to act with autonomy and integrity.

Mistake 2 – Rushing Investigations and Cutting Corners

Workplace investigations should be timely—but not rushed. Unfortunately, many organizations push for quick case closures, sacrificing depth and accuracy. This can lead to incomplete findings, missed witnesses, and even legal exposure.

The ACi’s white paper highlights this issue: 53% of investigators experience internal pressure to close cases quickly, while 66% struggle to access key evidence. These combined challenges often result in investigations that are neither thorough nor defensible.

Why does this happen? Sometimes it’s due to pressure from management, fears of legal risk, or a desire to maintain business as usual. But skipping steps—like failing to interview all relevant parties or glossing over evidence—can make things worse. 

Rushed investigations rarely satisfy complainants, may fail to protect those affected, and can be challenged in court.

Instead, organizations should prioritize accuracy over speed. Assign enough resources—staff, time, and budget—so that investigators can work effectively. Clear timelines are important, but they should be flexible enough to allow for deep fact-finding and careful review. 

Encourage investigators to document delays, obstacles, and rationale for their findings, creating transparency throughout the process.

By resisting the urge to rush, organizations demonstrate a commitment to fairness and legal integrity—protecting both their people and their reputation.

Mistake 3 – Neglecting Aftercare in the Investigation Process

The investigation may be over, but its effects on the people involved often aren’t. One of the most overlooked elements of a workplace investigation is aftercare—the follow-up support given to employees after the process concludes. 

Failing to do this can erode trust, reduce morale, and leave workers feeling unsupported or even unsafe.

Despite this, only one-third of employees reported that the outcome of the investigation was shared with them, and nearly 73% said they were not monitored for retaliation afterward, according to international HR studies. 

These gaps send a dangerous message: that the process ends when the investigation report is filed, regardless of how it impacts the people involved.

Aftercare matters because it helps employees feel heard and respected. It reassures those who came forward that their concerns were taken seriously and reduces the risk of lingering resentment or fear. 

Without it, productivity, engagement, and workplace culture can all suffer.

Organizations should develop formal aftercare protocols that include:

• Sharing appropriate investigation outcomes (within legal and confidentiality limits)
• Following up with complainants and witnesses
• Monitoring for signs of retaliation or workplace conflict
• Offering access to employee support services if needed

Investing in aftercare not only improves employee wellbeing—it also protects the integrity of the entire investigation process.

Mistake 4 – Aggressive Tactics in Workplace Investigations

While workplace investigations must be thorough, they should never be confrontational or coercive. Using aggressive tactics—like intimidation, isolation, or overly harsh questioning—can cause emotional harm, lead to false admissions, and expose the organization to legal liability.

One high-profile example comes from a 2006 AutoZone case, where an employee was falsely imprisoned during a coercive interview. 

The result? A $7.5 million jury award, later reduced to $700,000 on appeal, but the damage to the company’s reputation was done.

Aggressive approaches also backfire internally. Employees may become unwilling to participate in future investigations, fearing retaliation or mistreatment. This undermines the culture of openness and fairness that investigations are supposed to uphold.

To avoid these risks, employers should:

• Ban coercive or aggressive tactics outright
• Train investigators in trauma-informed and legally sound interviewing methods
• Ensure that all interviews are respectful, confidential, and well-documented
• Provide neutral third-party support where needed (such as union reps or HR liaisons)
• Fair treatment during investigations builds long-term trust—even among those being questioned.

Mistake 5 – Lack of Communication and Transparency

A workplace investigation can be a confusing and stressful experience. But when employees are kept in the dark—about timelines, processes, or outcomes—it makes things worse. Poor communication leads to speculation, fear, and a loss of trust in leadership.

Unfortunately, many organizations fall short here. According to workplace surveys:

• 39% of employees cited a lack of communication during investigations.
• 42% said they had little understanding of what to expect throughout the process.

This silence creates doubt and discourages future reporting. People start to believe that “nothing will happen” or that complaints are buried. Worse, it can trigger legal risk if the process is later challenged.

The fix? Make communication part of your investigation policy:

• Tell employees what to expect: timelines, next steps, confidentiality rules
• Provide periodic updates—even if it’s just to say the process is ongoing
• Share findings and outcomes appropriately (while maintaining privacy)
• Use plain, respectful language—not legal jargon or vague statements
• Clear communication shows respect, reduces anxiety, and reinforces organizational credibility.

Conclusion

Mistakes in workplace investigations can have long-term consequences—from damaged reputations to legal penalties and plummeting employee morale. In this blog, we explored five common errors, supported by real workplace investigation mistakes statistics:

• Lack of senior-level support
• Rushing investigations and cutting corners
• Neglecting aftercare
• Using aggressive tactics
• Poor communication and transparency

Each of these mistakes weakens the investigation process—and the trust people place in it. But by recognizing these pitfalls, your organization can take meaningful steps to improve. 

Whether it's gaining leadership buy-in, incident investigation training, or simply communicating better, every effort helps build a culture of fairness and accountability.

Workplace investigations aren’t just a compliance task—they’re a reflection of your values. Let them show your commitment to doing the right thing.