An employee who didn't disclose his mental health issues when he started working for an organisation, because of "privacy and stigma concerns", has lost his adverse action claim.
An employer was entitled to discipline a manager for "highly offensive" and inappropriate activity on LinkedIn, but it failed to properly consider how health issues contributed to his "poor judgment", a commission has ruled.
An employer that stopped "pushing" wellbeing activities and allowed employees to choose their approach is reporting significant uptake and health improvements.
In an environment of increasing employee anxiety, poorly managed workplace conversations are causing communication breakdowns and bullying accusations, a workers' compensation expert says.
After moving communications from quarterly town halls to weekly briefings, Bpay's HR team has much better insights about the business and its employees, its chief people leader says.
Employee data has prompted a tech giant to offer five days of 'life leave', and a weekly break from scheduled meetings, to its continuously evolving wellness strategy.
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.
