IS YOUR ORGANIZATION INVESTIGATION-READY?
Workplace Investigation Readiness Checklist · Ontario
Is your organization investigation-ready?
5 min
Free Ontario workplace investigation readiness checklist — six phases, 25 checkpoints across policy, documentation, and process before a complaint lands.
What's inside
Six phases. Twenty-five checkpoints. One defensible process.
Phase 01
Initial Complaint Assessment
- ·Document complaint in writing
- ·Identify complaint type (harassment, discrimination, safety)
- ·Assess urgency and interim measures
Phase 02
Legal Obligation Check
- ·OHSA s.32.0.7 harassment duty
- ·Human Rights Code obligations
- ·Policy obligations beyond statutory minimums
Phase 03
Investigator Selection
- ·Internal vs. external criteria
- ·Conflict of interest screening
- ·Engagement terms of reference
Phase 04
Investigation Planning
- ·Define scope and allegations
- ·Identify witnesses and evidence
- ·Establish 30–90 day timeline
Phase 05
During the Investigation
- ·Conduct interviews with proper notice
- ·Maintain procedural fairness
- ·Document all evidence thoroughly
Phase 06
Post-Investigation
- ·Written report with findings
- ·Communicate outcomes to parties
- ·Policy review and document retention
Why this matters
Most employers fail before the first interview.
Poorly scoped investigations create human-rights exposure, procedural-fairness claims, and downstream remediation costs. The checklist closes the gaps before a complaint lands.
72
hrsMax response window
25
+Compliance checkpoints
6
Critical phases
What you'll learn
Be ready before the call.
- 01The six phases every defensible investigation moves through
- 02Where most employers create procedural-fairness exposure
- 03How to scope investigator selection before a complaint lands
- 04Documentation standards that hold up on legal review
Who it's for
The people who run the process.
- 01HR leaders and people managers who want a single defensible playbook — across policy, documentation, and process — before the next complaint forces an improvised response.
- 02Owners and operators without an HR function who may have to run a straightforward internal investigation themselves and need the six-phase sequence that holds up on review.
- 03In-house counsel and senior leadership who want HR, legal, and the executive team working from the same checklist so nothing falls through the procedural-fairness gaps.
FAQ
Questions, answered.
- What is in the workplace investigation readiness checklist?
- The checklist covers the six phases every defensible investigation moves through — from initial complaint assessment and legal-obligation check to investigator selection, planning, interviews, and post-investigation reporting — across 25+ checkpoints.
- Is this checklist specific to Ontario?
- Yes. The checklist is built around OHSA section 32.0.7, the Human Rights Code, and related Ontario obligations. Other provinces share the principles but have different statutory triggers, so use this as an Ontario-calibrated starting point.
- Do I need a lawyer to run an investigation with this checklist?
- Not always. The checklist is designed so a prepared HR leader can run a straightforward internal investigation defensibly. For complex, senior-level, or tribunal-adjacent matters, an independent external investigator is usually the right call.
- When should I use the checklist — before or after a complaint?
- Ideally before. The highest-value move is closing policy, documentation, and process gaps while things are quiet. If a complaint has already landed, use the checklist to pressure-test your response within the first 72 hours.
- Is the investigation readiness checklist free?
- Yes. The PDF download is free and does not require a credit card. Share it with HR, legal, and senior leadership so everyone is working from the same playbook.
Want expert guidance?
The checklist shows what to do. We do it with you.
From complaint intake through report and remediation — independent, OHSA-compliant, defensible.