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The way that many employers approach workplace s-xual harassment training won't change problematic behaviour at work, and can even do more harm than good, a culture specialist warns.

Being the subject of an apprehended domestic violence order application does not attract protection from adverse action under the Fair Work Act, the Federal Circuit Court has ruled.

When employers are disappointed in the value derived from their talent investments, it's often because they've made decisions "one level too high", according to an authority on human performance.

An angry phone call from a client made an employee feel like he was "under attack", and significantly contributed to his psychological injury, a commission has ruled.

Workplaces and work practices that cater for cognitive difference benefit everyone, according to an occupational therapist who describes neurodiversity as "one of the great untapped sources of innovation in the workforce".

After claiming there was "nothing it could have done" to prevent a manager from s-xually harassing a younger colleague, an employer has been found vicariously liable for his behaviour.

Sacking an employee for making inappropriate comments over a work radio wasn't unfair, the Fair Work Commission has ruled.

Failing to properly consider whether an injured employee could perform modified duties has undermined an employer's defence to her psychological injury claim.

Placing a collection of rubber ducks and a pentagram on a coworker's desk may have been unwise, but it wasn't malicious, the Fair Work Commission has found in unfair dismissal proceedings.

A court has thrown out a novel adverse action claim, in which an employee argued he was refused a job on the basis of a physical disability, while also denying that he had such a disability.