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Recap of a Workplace Harassment Investigation Training for HR Professionals in Korea
  • Date2025/05/29 12:17
  • Read 28
 
Last week, I had the opportunity to deliver a session on workplace harassment investigation practices.
Since I began my career as a labor attorney, more than half of my total working hours have been spent conducting investigations into workplace harassment and sexual harassment cases. It’s a subject I frequently encounter in practice, which made this session especially meaningful. I approached the preparation with extra care to ensure the content reflected real-world complexity.

Thank you to everyone who made time to attend despite your busy schedules.

The session was conducted in Korean, and the presentation slides, including the title and table of contents, were also prepared in Korean.
However, we also offer English-language sessions and virtual (online) formats, depending on the needs of the audience or client.
 
 
This session focused on two key themes:
  • Interview techniques and key considerations for fact-finding
  • Approaches for handling different types of alleged perpetrators and victims
 
Maintaining procedural fairness and balance during the investigation is one of the biggest challenges for in-house investigators. To address this, I designed the session around practical examples drawn from actual cases, rather than focusing solely on legal theory.
 
The main presentation lasted one hour, followed by a 30-minute Q&A.

Here is a brief outline of the session structure:
  • Overview of legal criteria for workplace harassment and key case law
  • Critical points in designing the investigation process – including defining scope and selecting interviewees
  • Effective interview techniques - questioning methods, note-taking, recordings, and statement collection
  • Fact-finding strategies – using circumstantial evidence and multi-perspective verification
  • Approaches based on behavioral patterns – how to respond to denial, defensiveness, emotional reactions, and avoidance
  • Writing investigation conclusions and planning post-investigation measures
Rather than a one-way lecture, the session was designed to reflect the perspective of an actual investigator and focused on practical application.

Thanks to the participants’ active engagement, the Q&A naturally developed into an interactive exchange of experiences and viewpoints.
I was particularly impressed by the level of concentration and thoughtful questions, and it was also a chance for me to reflect on the ongoing complexity of fieldwork in this area.
Thank you again to the fellow labor attorney who invited me to lead this session.
At Labor Law Firm SAERO, we provide customized training sessions in both Korean and English, and offer flexible formats including in-person and virtual delivery.
If you are interested in scheduling a session tailored to your organization’s needs, please feel free to reach out via the link below.