An employee who was sacked for abandoning his employment, despite his employer knowing he was certified unfit for work, has been awarded maximum compensation for unfair dismissal.
An employer had a valid reason to sack a sick employee for failing to attend three consecutive shifts without consent, but its haste in doing so made the dismissal unfair.
Employees' wellbeing needs are so individual that employers can't just provide benefits; they have to proactively empower people to take responsibility for themselves, says Seek's HR director.
A large employer failed to approach "high-level tension" with the appropriate level of structure for a conflict that went beyond reasonable management action, a commission has ruled.
The Fair Work Commission has rejected arguments that an employer could avoid paying a sacked manager in lieu of notice because he was receiving workers' compensation at the time.
It was "unrealistic" to expect an employer to wait for an injured employee to undergo therapy before dismissing him for being unable to perform the inherent requirements of his role, the Fair Work Commission has ruled.
Individual personalities react differently to workplace stress, and taking generalised approaches to wellbeing can do more harm than good, a Myers-Briggs psychologist says.
Employees with some say over when, where, and how long they work for are much more likely to be high-performing than those with less flexibility, new research shows.
Many issues put to the side during remote work are now rearing back up, requiring employers to more proactively address their workplace conflict risks, a specialist says.
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.
