One year on from COVID, high productivity is masking an exhausted workforce, according to research by Microsoft. Also in this article, how the Fair Work Commission is nudging employers to better compliance, and new court and commission rulings.
Psychological injury risks and mental health issues are receiving heightened levels of HR attention in light of pandemic-related stresses and remote working. This webcast discusses employers' legal obligations in this space, including reasonable adjustment considerations and implications for managing work processes.
It's wrong to expect workplaces will be "normal" again anytime soon, and employers should instead be preparing for a "fourth wave" of the pandemic, says Gartner vice president Aaron McEwan.
An employee who blamed his psychological condition on a transfer knockback, punitive performance management and a written warning was not treated unfairly, a tribunal has found.
An employer's belief that an employee should have been coping better with a former colleague's death showed an "old world (and dangerous) view of male stoicism", the Fair Work Commission has ruled in ordering compensation for his unfair dismissal.
Transparency around hiring and promotion statistics is driving both diversity and engagement wins for a tech employer. Also in this article: HR best practice when facing a domestic violence disclosure; and reducing stigma around menopause.
An employer has failed to convince a tribunal that it should not be held liable for an employee's psychological injury claim because medical evidence showed she was a "heavy drinker".
The accusations against IR Minister Christian Porter highlight a raft of complex considerations for employers around handling s-xual assault allegations, along with the need for urgent action on last year's harassment recommendations.
Employers are receiving mixed messages about their COVID-19 vaccination rights, which could end up in a common law "battle", lawyers say. Also in this article, why proper HR is the solution to Parliament's s-xual harassment issue.
A long-serving employee's dismissal for one instance of misconduct should reinforce to workers that complying with policies "is not optional" and ignoring them can have serious consequences.
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.
