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A disclosure of mental health issues shouldn't necessarily stop a manager from holding an underperforming employee to account, but the approach they take might need to change, a conflict specialist says.

Rude and unprofessional behaviour towards customers, which persisted despite warnings and performance coaching, provided a valid reason for an employee's dismissal, the Fair Work Commission has found.

It was reasonable for an employer to refuse a flexible work request from an employee fleeing family and domestic violence, the Fair Work Commission has ruled.

An absent employee who gave notice of her resignation, then returned company property saying it was "unlikely" she'd return to work, didn't repudiate her employment contract, according to the Fair Work Commission.

"Aggressive and deprecating" comments from a supervisor couldn't be considered reasonable management actions, a commission has noted in finding an employer liable for a psychological injury.

Organisations focus too much on their top-performing employees, which can overload them with work while robbing teammates of an opportunity to shine, a performance specialist says.

After defending its denial of a flexible work request on reasonable business grounds, an employer must now implement the arrangements sought, because its written refusal didn't satisfy the Fair Work Act's requirements.

Notifying an employee of his impending dismissal meeting using a "banal" phrase didn't put him on notice his job was at risk, but the Fair Work Commission has ruled his redundancy was nonetheless genuine.

Encouraging an employee to take some time to "sort out" her mental health issues did not constitute a constructive dismissal, the Fair Work Commission has found.

It's well known that being socialised to "play nice" from childhood doesn't always serve women well at work, but women who are too aggressive are also holding back gender parity, a workplace psychologist warns.