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It wasn't reasonable for an employer to replace an employee's full-time colleague with two untrained casuals, who worked fewer hours and on different days, a commission has ruled in a psychological injury dispute.

Reframing leadership as a "trust-based, outcome-oriented practice" has helped managers at a newly-hybrid company to lead more efficiently and effectively, according to researchers who studied the transformation.

It's "absolutely" a leader's job to know how well their direct reports are managing their people, however many have no idea, a leadership expert says.

Accepting an employee's resignation without clarifying a misunderstanding about her role amounted to a constructive dismissal, the Fair Work Commission has found.

Being sacked for serious misconduct after regularly complaining of workplace bullying and harassment would have made a manager feel like "a grave injustice had been perpetrated", the Federal Circuit Court has accepted in adverse action proceedings.

The Federal Circuit Court has ordered an employee to pay $125k of his employer's legal costs, finding his actions during general protections proceedings were "so manifestly unreasonable, there must be consequences".

The Fair Work Commission has agreed to redact certain parts of a published decision, after an HR manager belatedly realised it would include "sensitive personal and medical information" she submitted as evidence.

The brain focuses more on incomplete tasks than finished ones, according to an accredited coach, so if leaders don't practise "mental decluttering" the resulting build-up can become a major drain on their energy.

A manager should have realised that a $2.2 million offer to settle his long-running adverse action case was the best outcome he could realistically expect, the Federal Court has commented, in making a costs order against him.

Resigning may well have been the right decision for an employee who didn't trust HR to take her workplace complaints seriously, according to the Fair Work Commission, but this didn't mean the employer's conduct forced her hand.