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If employers aren't careful about how they recognise and reward hard work, they could unwittingly encourage behaviours that lead to burnout, a mindset and resilience expert says.

A casual employee whose engagements were described as "ad hoc and sporadic" had unfair dismissal protection and was sacked without a valid reason, the Fair Work Commission has ruled.

An employer has lost its appeal against a constructive dismissal ruling, after a full bench of the Fair Work Commission found no evidence that an employee agreed to change the date his resignation took effect.

Accusing an employee of misconduct and issuing her a warning, in circumstances which at their highest pointed to an inadvertent breach, was not reasonable administrative action, a tribunal has found.

When leaders express dissatisfaction with workplace culture, their own behaviour is the best place to start looking for a solution, according to a performance and leadership expert.

After responding to multiple performance and conduct concerns with only warnings and counselling, an employer has failed to convince the Fair Work Commission that it had a valid reason to opt for termination.

Leaders who are clear on their core values and priorities can achieve "radical clarity" in decision-making, and a narrower focus improves their decisiveness, according to a high-performance specialist.

It was appropriate for an employer to seek detailed medical clearance after a worker's lengthy mental health absence, the Fair Work Commission has noted, in rejecting that he was constructively dismissed.

There's a growing tendency for employees to use "boundary setting" to justify cold, impersonal behaviour, which might require employers to set more explicit expectations for professional conduct.

Despite managing a somewhat "difficult" worker with empathy, an employer unfairly failed to ensure he understood its concerns about his behaviour before sacking him, the Fair Work Commission has ruled.