An employer's decision to sack an employee who refused to attend independent medical examinations was valid, but characterising her behaviour as serious misconduct was harsh in the circumstances, according to the Fair Work Commission.

Most HR practitioners want their employee surveys to return positive findings, but if all the feedback is good, it suggests a problem with trust in the organisation, a specialist says.

Placing an employee on his second performance improvement plan didn't amount to a constructive dismissal, the Fair Work Commission has ruled.

It was reasonable for an employer to refuse a fully-remote flexible work request, the Fair Work Commission has found, in ordering a compromise agreement.

A major review has largely rejected arguments that the Closing Loopholes reforms have had "unintended consequences" for employers, however it recommends that clearer guidance should be developed as a priority, to reduce uncertainty and complexity.

It was reasonable to ask an employee to take a D&A test after he was reported behaving erratically at work, a commission has ruled in rejecting his psychological injury claim.

What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.

A manager who provided "harrowing" descriptions of feeling degraded after experiencing homophobic comments and s-xual harassment at work has been awarded $116k in compensation and penalties by the Federal Circuit Court.

Employers face a high bar when seeking to appeal a Fair Work Commission decision. Watch this webcast to ensure you're fully informed about the process and what to expect.

It would be "much simpler" to consider abandonment of employment as falling within the definition of dismissal under the Fair Work Act, instead of applying the "complicated contractual concept of renunciation", according to a Fair Work Commission member.