An employee who claimed he was "gaslighted" and bullied by colleagues more than a decade ago has been blocked from pursuing his discrimination claim, with a tribunal finding the lengthy delay in making his application was "inexcusable".
An employer's "outright rejection" of a trial return-to-work plan after an employee's lengthy absence was unlawful discrimination, a tribunal has ruled in awarding him more than $230k.
A director sexually harassed an employee when he slapped her on the bottom and twice declared his feelings for her, the Federal Court has found in ordering his employer to pay $268k in damages and compensation.
An employer has convinced a commission there are "no reasonable means by which it can create a role that a man can perform", and has been granted an exemption from discrimination laws.
An employer has claimed it didn't have to provide "gold standard" breastfeeding facilities to accommodate an employee's needs, but its pop-up tent in an open storeroom was far from an adequate solution, a tribunal found.
An employee has been cleared to pursue a s-xual harassment claim against her former CEO and employer, despite the latter arguing she had welcomed the alleged behaviour.
In a decision that "highlights the perils of litigating hurt feelings", a court has found an employee wrongly interpreted "petty workplace disagreements" as race-based insults.
Two managers treated an employee in a "high handed, hostile way", manifesting in an unfair disciplinary process, the Federal Court has found in upholding her adverse action claim.
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.
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.
