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An employer has lost its appeal against a constructive dismissal ruling, after a full bench of the Fair Work Commission found no evidence that an employee agreed to change the date his resignation took effect.

Accusing an employee of misconduct and issuing her a warning, in circumstances which at their highest pointed to an inadvertent breach, was not reasonable administrative action, a tribunal has found.

When leaders express dissatisfaction with workplace culture, their own behaviour is the best place to start looking for a solution, according to a performance and leadership expert.

After responding to multiple performance and conduct concerns with only warnings and counselling, an employer has failed to convince the Fair Work Commission that it had a valid reason to opt for termination.

Leaders who are clear on their core values and priorities can achieve "radical clarity" in decision-making, and a narrower focus improves their decisiveness, according to a high-performance specialist.

It was appropriate for an employer to seek detailed medical clearance after a worker's lengthy mental health absence, the Fair Work Commission has noted, in rejecting that he was constructively dismissed.

There's a growing tendency for employees to use "boundary setting" to justify cold, impersonal behaviour, which might require employers to set more explicit expectations for professional conduct.

Despite managing a somewhat "difficult" worker with empathy, an employer unfairly failed to ensure he understood its concerns about his behaviour before sacking him, the Fair Work Commission has ruled.

Research to investigate so-called "Zoom fatigue" has found that up until a certain duration, video meetings are now less exhausting than in-person meetings.

There are two major findings with implications for most employers in the Federal Court's latest decision regarding Woolworths' and Coles' alleged underpayments, a workplace lawyer says.