Workplace Misconduct and Disciplinary Investigations

Clear, evidence-based outcomes

A workplace misconduct investigation is called for when an allegation is serious enough that the employer needs to know what actually happened before deciding what to do about it - a breach of policy, dishonesty, or behaviour that has crossed a line. Having that investigation done independently protects the employee as much as the employer, because the findings come from someone with no stake in the outcome.

Karapiti works through these matters in a structured way that meets the standards New Zealand employment law expects: both sides heard, evidence weighed fairly, and a clear written finding the employer can act on - and defend if it's challenged.

We provide:

  • Independent fact-finding investigations

  • Documentation of evidence and witness statements

  • Objective analysis and clear findings

  • Support for disciplinary or mediation processes

Our independence ensures the process stands up to scrutiny and demonstrates procedural fairness in misconduct and disciplinary issues.

Senior Experience, Without the Big-Firm Overheads 

Because Karapiti operates independently, without the corporate overheads of a large law firm, businesses get direct access to senior-level investigative experience at significantly lower rates. This ensures Karapiti is more financially accessible to SMEs wishing to engage an external investigator. 

Get in touch

Frequently Asked Questions 

  • Broadly, misconduct covers issues like breaches of policy or unprofessional behaviour, while serious misconduct is conduct serious enough to justify dismissal without notice. Where a situation sits often depends on the specific circumstances - which is exactly what an investigation is there to establish. 

  • Employers are expected to look into allegations properly before taking any disciplinary action. An independent investigation gives that process a solid, defensible foundation. 

  • When the person involved is senior, or the situation is contentious, an internal process can be harder to see as neutral. An external investigator removes that question. 

  • A clear, evidence-based report the employer can rely on when deciding what to do next. 

  • Yes, Steve conducts investigations for businesses across New Zealand.