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A talent acquisition partner complained an HR team was bullying him to "deflect criticism of his clear underperformance", the Federal Circuit Court has found.

Unexplained delays and unclear disciplinary findings have undermined an employer's "reasonable action" defence to a psychological injury claim.

The fact AI outputs can "look like expert work" means employers need new ways to assess performance, or they risk promoting people based on capabilities they don't have, an HR leader warns.

An employee's participation in s-xualised banter "from time to time" didn't mean she welcomed a supervisor's proposition, the Federal Court has stated, in finding her employer vicariously liable for his conduct.

Employers' imminent obligation to align employees' super and wage payments could significantly add to HR's compliance and communication workload, a specialist says.

An employee breached s-xual harassment laws when she sent 15 images to a coworker, who had "reluctantly agreed" to receive just one, the Federal Court has found.

There are two "invisibility points" holding back the progression and retention of women in male-dominated industries, a strategic leadership advisor says.

It was fair to sack a manager who engaged in excessive criticism of staff, to the point of bullying and harassment, the Fair Work Commission has ruled.

An employer decided to make an employee's role redundant three months before it consulted with her, the Fair Work Commission has found, in ordering it to pay $19k for unfair dismissal.

An employee who complained about workplace s-xual harassment and victimisation was a lower priority for an employer than the accused perpetrator, the FWC has noted, among other criticisms of an HR team's approach.