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Employees shouldn't feel pressure to perform the same duties and meet their previous expectations upon returning to work after burnout, according to a psychologist who warns that "re-traumatisation" is a very real risk.

An HR director denied an employee the opportunity to discuss her disabilities and fitness for work because she'd already "made up her mind" to demote her, a tribunal has found.

Organisations making urgent lay-offs must still comply with their consultation requirements, the Fair Work Commission has highlighted, in rejecting that an employer had no time to consult before making a role redundant.

Some major themes are developing in the enterprise bargaining space, with serious implications for a growing number of employers, new data shows.

An employer took appropriate steps to ensure an unwell employee was "sound of mind" before accepting his resignation, a Fair Work Commission full bench has found in upholding its constructive dismissal appeal.

The case of an employee who denied his messages about "love" to a colleague had any s-xual element raises broader issues for HR around communication and intent across different work cohorts, a conflict specialist says.

In appealing an unfair dismissal ruling, an employer has unsuccessfully argued that prohibiting an employee from working after she resigned was a "reasonable operational decision".

It wasn't reasonable for an employer to rely on a manager's "eyewitness" account of a workplace assault, given he then "took absolutely no action, and continued on with the working day", a commissioner has ruled.

Academic research has added weight to the business case for HR investment, finding organisations are more productive when they offer work-life balance and reduce their gender pay gap.

The events an employee claimed were discrimination weren't linked to her autism and ADHD, but rather resulted from managers' understandable concerns about her performance and behaviour, a tribunal has ruled.