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In the aftermath of an unsuccessful stop-bullying claim, directing an employee to return to her substantive role was reasonable management action, a tribunal has ruled in a psychological injury dispute.

It was also reasonable for the employer to consider the employee's "preconditions" to returning to the role were unnecessary, Administrative Review Tribunal^ General Member Deborah Dinnen found.

In August 2021, the Commonwealth Bank payroll analyst sought stop-bullying orders against her manager. The following year, the Fair Work Commission rejected that what she alleged was "undue criticism" of her performance amounted to bullying (read HR Daily's full report of the decision here).

Shortly after the Commission's ruling, the employer informed the employee, who had been working in a different team, that she had to return to her substantive position under the manager...