An employee who "relentlessly pursued" a subordinate despite her repeated rejections has lost his unfair dismissal claim, with the Fair Work Commission finding his behaviour amounted to serious misconduct.
In 2025 the employment law landscape will continue to evolve, as the true impact of recent legal reforms becomes clearer, and potentially with further changes to come. Watch this webcast to understand what lies ahead for HR.
Progress has been "disappointing" in the three years since a review of s-xual harassment in the legal sector, according to a new report. Meanwhile, an employer has lost its partial challenge to a union application for 'same job, same pay' orders.
Workplace sexual harassment training "overwhelmingly" focuses on male-to-female conduct, which could perpetuate stigma and underreporting among men who are harassed by men, a lawyer warns.
The Fair Work Commission is treating allegations of s-xual harassment as a "very serious matter", but employers still need strong evidence and thorough processes to defend summary dismissals, a workplace lawyer says.
Employers can use the Respect@Work framework to prevent all inappropriate workplace behaviour, rather than considering that it only applies to s-xual harassment, according to an expert in the field.
The positive duty employers have to address bullying, s-xual harassment and other psychosocial hazards calls for a "fundamental" shift in workplace listening and reporting mechanisms, a culture specialist says.
Public reporting of "alarming" inappropriate behaviour in workplaces should spur all employers to more proactively address their psychosocial risks, an expert says.
Leadership is the first of seven areas employers must address to meet their positive duty to eliminate s-xual harassment, but what is "proportionate and appropriate" will vary between organisations, a workplace lawyer says.
