Philippine lawyer explains why third-party investigators matter, what legal risks emerge when issues surface on social media first, and how documentation becomes an organization's lifeline

Smart Communications' chief operating officer (COO) resigned in October 2025, following an internal investigation into allegations of workplace culture complaints.

The telecommunications company launched a formal probe after complaints reportedly surfaced both internally and online, placing the executive on leave before the eventual resignation.

The case has drawn attention to questions employers across industries must address: What happens when workplace culture complaints involve senior executives? How should organizations respond when allegations surface on social media before formal processes begin? And what legal protections exist for employees who report workplace behavior they consider inappropriate?

To understand the legal and HR frameworks that apply when leadership accountability is tested, HRD Asia spoke with Atty. Diomdelia B. Vergara, a lawyer of the Public Attorney's Office (PAO).

Why third-party investigators matter

When workplace culture complaints involve top management, fairness and transparency require structural safeguards that internal teams alone cannot provide, Vergara explains.

"After proper verification of a complaint, and to ensure fairness and transparency, employers shall have a team, preferably not part of the organisation, to handle complaints involving top...

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