A decision to suspend an employee without pay while he faces criminal charges over an alleged workplace assault has been upheld as fair and reasonable, despite his strenuous denials of any wrongdoing.

This year has seen a "big spike" in the proportion of employees intending to change jobs, and new levers are emerging as key retention drivers, an employee experience specialist says.

Managing an employee who is absent due to injury or incapacity is one of the most difficult aspects of being an HR professional. Watch this webcast for a deep dive into some common challenges.

Following his "unquestionably harsh" constructive dismissal, an employee has failed to convince the Fair Work Commission that his "complex and severe psychiatric condition", and his loss of credentials due to a recent criminal conviction, shouldn't rule out resignation as a remedy.

The Fair Work Commission has expressed a provisional view that a casual should be converted to permanent part-time employment, finding the employer was essentially unable not to offer him work.

When managers take a disciplinary approach to the first signs of poor performance, they set an unnecessarily adversarial tone that can lead to "all sorts of messes", an HR consultant warns.

The Federal Government intends to ban not only non-competes, but also terms that prohibit co-worker solicitation, and the use of "cascading clauses" in post-employment restraints, draft legislation shows.

An investigation isn't always the best response to a workplace complaint or issue, and sometimes it will make the matter worse, a conflict specialist says.

An employer must reinstate an employee it accused of time theft and safety breaches, after the FWC found his allegedly serious misconduct either didn't occur, or was a "one-off record keeping breach".

Deciding to dismiss an employee within hours of receiving her workplace complaint wasn't unlawful adverse action, the Federal Circuit Court has ruled.