A manager wasn't forced to resign due to "ongoing psychological safety hazards"; rather, she just didn't like working for the employer, the Fair Work Commission has found.

A study examining discretionary payment decision-making suggests that women need to achieve high outcomes to receive bonuses, but men can expect bonuses for low outcomes if evaluators hold them in high regard.

It wouldn't be "fair and just" for an employer to face an employee's discrimination claim, after it had already paid him compensation for unfair dismissal, a tribunal has found.

Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.

An employee couldn't rely on a generic complaint of "poor workplace culture" to support her s-xual harassment and vicarious liability claims, a court has ruled.

When managers project a level of confidence they don't really feel, it can make people less likely to be honest with them, a leadership advisor warns.

A Fair Work Commission member was wrong to find an employee didn't breach the 'professional boundaries' provisions in a code of conduct because his behaviour wasn't s-xual, a full bench has ruled.

A Fair Work Commission member was wrong to dismiss a stop-bullying application based on the assumption that an employee who was absent and unfit for duties faced no continuing risk of bullying, a full bench has ruled.

In upholding an employee's appeal, a full bench of the Fair Work Commission has declined to determine whether someone can be considered "at work" and at risk of bullying while they're unfit for duties.

A performance management process was, "on any measure, fair and balanced", despite involving premature approval of an employee's dismissal, a commission has affirmed in appeal proceedings.