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An employee's evidence about the ongoing impacts of experiencing workplace harassment was so "tainted by [her] lies" that she couldn't pass the first hurdle in her psych injury damages claim.

SMART goals, five-year plans, KPIs and performance reviews all aim to keep a leader's eyes "locked on a finish line", but they don't lead to personal growth, a leadership coach says.

A manager wasn't forced to resign due to "ongoing psychological safety hazards"; rather, she just didn't like working for the employer, the Fair Work Commission has found.

It wouldn't be "fair and just" for an employer to face an employee's discrimination claim, after it had already paid him compensation for unfair dismissal, a tribunal has found.

An employee couldn't rely on a generic complaint of "poor workplace culture" to support her s-xual harassment and vicarious liability claims, a court has ruled.

A Fair Work Commission member was wrong to find an employee didn't breach the 'professional boundaries' provisions in a code of conduct because his behaviour wasn't s-xual, a full bench has ruled.

A Fair Work Commission member was wrong to dismiss a stop-bullying application based on the assumption that an employee who was absent and unfit for duties faced no continuing risk of bullying, a full bench has ruled.

A performance management process was, "on any measure, fair and balanced", despite involving premature approval of an employee's dismissal, a commission has affirmed in appeal proceedings.

An employer was vicariously liable for a director's s-xual harassment of a "vulnerable" young trainee, the Federal Circuit Court has ruled, ordering them to pay her $125k.

The Fair Work Commission has stressed the importance of adhering to open justice principles in anti-bullying matters, in refusing an appeal filed by an alleged bully who didn't want to be named in published decisions.