Many employers are now far more attuned to their employees' vicarious trauma exposure, but what they might not realise is their high performers are the most at risk, and that the signs can stay "hidden" in these workers for much longer, according to a mental health expert.
After initially throwing out his claim, the Fair Work Commission has found a mentally unwell employee was dismissed when his employer accepted his resignation, and that his circumstances made this "unquestionably harsh".
An employee who couldn't return to her role after a traumatic workplace incident has failed to convince the Fair Work Commission her dismissal was unfair.
It was "unfortunate" that an employee was misled about the medical evidence she needed to provide to return to work after a long absence, but this didn't justify her objections to attending an independent medical examination, a commission has ruled.
Employees shouldn't feel pressure to perform the same duties and meet their previous expectations upon returning to work after burnout, according to a psychologist who warns that "re-traumatisation" is a very real risk.
An HR director denied an employee the opportunity to discuss her disabilities and fitness for work because she'd already "made up her mind" to demote her, a tribunal has found.
Vicarious trauma has become a hot topic in recent years, but many employers continue to underestimate their exposure and rely on controls that don't go far enough, according to a mental health expert.
Family and domestic violence affects about 20% of the working population, making it a critical issue for all employers to manage well. Watch this HR Daily Premium webcast to ensure your organisation has the right frameworks in place.
Organisations are spending more on workplace wellbeing, but they're not seeing it translate to higher employee engagement, nor do employees consider themselves well supported at work, according to new research.
The events an employee claimed were discrimination weren't linked to her autism and ADHD, but rather resulted from managers' understandable concerns about her performance and behaviour, a tribunal has ruled.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
