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A manager's "performance discussion" with an employee was actually an "unsatisfactory exchange of views conducted in a cursory and excited manner", the Fair Work Commission has found in unfair dismissal proceedings.

An employee has failed to prove on appeal that his employer was vicariously liable for his co-worker's "extreme and unnecessary" behaviour towards him, which caused him to suffer post-traumatic stress disorder.

The Fair Work Commission has found a worker did not agree to end her employment and therefore was entitled to make a general protections claim, ruling her employer had grown intolerant of her "lack of obeisance" and sacked her.

An employee has failed to prove on appeal that "severe mental symptoms" and ADHD made everyday life a "struggle", and that these were exceptional circumstances warranting a time extension to claim unfair dismissal.

An employee who would "appear out of nowhere" and watch other staff, sometimes in the dark, has failed to prove his behaviour didn't warrant a 12-month remuneration reduction.

Ikea has turned an eight-week placement program into a permanent recruitment pillar, after achieving success on multiple levels with a pilot refugee workforce inclusion program.

An employer has been criticised for not dismissing an employee when it was a "viable option" and instead undertaking a "misguided" performance management process that contributed to a psychiatric injury.

Recent changes to psychosocial risk management require extra attention to three big areas, but so far two are being somewhat overlooked, according to a workplace lawyer.

When a company's integrity is called into question the actions of a few can tar the many, and this has major implications for employer branding and HR more broadly.

The "mere risk" that an employee could relapse into alcohol misuse to combat anxiety and stress didn't mean she was unfit to return to work, a commission has ruled in ordering her reinstatement.