Employers are coming into the "second phase" of crafting a new workforce dynamic post-COVID, where the main focus is on employees' development and careers.
An employee is claiming she suffered a compensable psychological injury after reporting her manager for serious misconduct and then continuing to work under him, fearing that he knew.
An employee has failed to convince a court her employer was involved in organised crime and discriminated against her because she was "white, non-Muslim, female and mature".
An employer has updated its social media policy to specifically address posts made anonymously or under a pseudonym, after a "trolling" employee prompted an investigation into its practices.
An employee who claimed his employer exploited his disability at work has failed to prove his dismissal was unlawful, after a court accepted he struggled to follow reasonable directions.
An employer has failed to win interim restraints against three former employees, with a court finding their "know-how" didn't fall within its available protections.
An employer took reasonable steps to determine whether an employee was medically exempt from wearing face masks at work and wasn't "unnecessarily combative" in enforcing its policy, the Fair Work Commission has ruled.
It was "unfortunate" that an employee waited so long to lodge a stop-bullying application given the behaviour of his peers fell "well short of appropriate workplace conduct", the Fair Work Commission has said.
As employees return to workplaces, psychological safety is paramount, and getting it wrong will harm retention, creativity, and productivity, a mental health specialist says.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
