Health, wellbeing & safety | Page 21 (1,434 items)

An employer's failed attempt to appeal a reinstatement order holds two key lessons for others in the "tricky" position of determining whether workers can safely perform the requirements of their role, a lawyer says.

Employees need vulnerable, empathetic leaders who will both support and challenge them, according to the authors of a new "toolkit" for nurturing people, and unlocking their potential, in turbulent times.

An employee who alleged he was bullied and harassed at work has won his psychological injury claim, with a commission finding that as long as the events were "real" it did not matter that his perception of them was flawed.

The 'right to disconnect' expected to be introduced this week is potentially a "micro intervention" into employers' operations at a time when the focus should instead be on productivity, a workplace lawyer says.

Happiness and wellness at work is now a board-level and C-suite concern as organisations grapple with growing psychosocial health risks, but many employers remain in the dark about which interventions actually work, and which ones don't. Watch this HR Daily Premium webcast for a deep dive into what the science shows: that happiness at work predicts performance, grit, overcoming obstacles and achievement.

The Federal Government is set to legislate a new 'right to disconnect' for employees, but details of how this might be implemented are yet to be revealed.

An employee has failed to prove she was forced to resign because of her employer's lack of support following an illness, with the Fair Work Commission finding it wasn't required to offer her alternative duties.

Fostering an "ownership mindset" in its workforce has helped a top employer maintain consistently high engagement levels, and in turn discretionary effort, according to its people leader.

The most progressive HR leaders are proactively encouraging employees to implement simple physical health habits, and as a result are creating more productive workers, a leading organisational psychologist says

An employee who was absent for two years due to a work-related psychological injury was unreasonably sacked for not completing a performance improvement program, a commission has ruled.