The case of an employee who denied his messages about "love" to a colleague had any s-xual element raises broader issues for HR around communication and intent across different work cohorts, a conflict specialist says.

In appealing an unfair dismissal ruling, an employer has unsuccessfully argued that prohibiting an employee from working after she resigned was a "reasonable operational decision".

It wasn't reasonable for an employer to rely on a manager's "eyewitness" account of a workplace assault, given he then "took absolutely no action, and continued on with the working day", a commissioner has ruled.

Organisations are spending more on workplace wellbeing, but they're not seeing it translate to higher employee engagement, nor do employees consider themselves well supported at work, according to new research.

Academic research has added weight to the business case for HR investment, finding organisations are more productive when they offer work-life balance and reduce their gender pay gap.

The events an employee claimed were discrimination weren't linked to her autism and ADHD, but rather resulted from managers' understandable concerns about her performance and behaviour, a tribunal has ruled.

Workplaces where employees truly thrive have some key things in common, according to a wellbeing expert.

It was unreasonable to summarily dismiss an employee for stealing food from her workplace, without unequivocal evidence that she didn't intend to pay for the items she ate, the Fair Work Commission has ruled.

A sacked employee has won reinstatement despite his employer's objections, with the Fair Work Commission accepting he could continue advocating for his jailed partner without adversely affecting its reputation.

Ongoing punctuality and performance issues gave an employer valid reasons to dismiss an employee, but its process was flawed because she had to respond to them "on the spot", the Fair Work Commission has found.