Hire an outside workplace investigator when a complaint involves a manager, owner, or HR itself, when the allegations are serious (harassment, discrimination, retaliation, safety), or when a lawsuit or agency charge is likely. Handle a complaint in-house when the issue is low-stakes, a trained person with no stake in the outcome is available, and nothing suggests a protected-class...
A workplace harassment investigation can stay in-house when the complaint is routine, the facts are narrow, and a trained HR professional with no stake in the outcome can run it. It should go to an outside investigator when the accused has power over the person investigating, your team is too small to be neutral, or a lawsuit is a realistic possibility. Getting that call wrong is...
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