Employment law cases | Page 3 (3,709 items)

When social media posts caused an employer to doubt the validity of an employee's personal leave, it was entitled to seek further information, a commission has ruled in discrimination proceedings.

An employee doesn't have to correctly identify an employer to make a valid general protections claim against it, a Fair Work Commission full bench has affirmed.

It wasn't reasonable to require an employee to "identify feelings within himself and how they may present in others" as part of a performance improvement plan, the Fair Work Commission has ruled in unfair dismissal proceedings.

Failing to give an employee even a "brief opportunity" to provide evidence of her current and future fitness for work made her dismissal unfair, the Fair Work Commission has ruled.

• Tougher penalties for modern slavery breaches
  
• Employers urge Victorian Government to delay and amend WFH law
  
• More news in brief

Dismissing an employee over the phone before the end of his performance improvement plan was fair, the Fair Work Commission has found, in circumstances where he hadn't ever met his sales targets.

• ATO 'same pay' case challenges broader use of labour hire
  
• HR has an AI "confidence problem"
  
• National standards announced, and AI job impacts
  
• Rising visa application charges criticised

The first fully-contested judgment regarding a breach of the Fair Work Act's workplace s-xual harassment provisions has important implications for all employers. This Q&A unpacks the Federal Court's key findings and what organisations can learn from them.

Advising a talent manager "in a totally ad hoc fashion" that his role was becoming redundant "only served to further destabilise his already unstable mental state", a commission has found in a psychological injury dispute.

A commission has refused to strike out parts of a worker's stop-bullying claim, despite accepting some of the alleged conduct didn't occur while she was "at work".