Psychological injuries & claims (284 items)

Requiring an employee to adhere to her performance improvement plan "to the letter" was "so lacking in fairness and flexibility" that it wasn't objectively reasonable, a commission has ruled in psychological injury proceedings.

Managing an employee who is absent due to injury or incapacity is one of the most difficult aspects of being an HR professional. Watch this webcast for a deep dive into the best ways to tackle common challenges.

Despite establishing some of its disciplinary processes were reasonable, an employer has been found liable for an employee's psychological injury.

In stop-bullying proceedings, an accepted compensation claim for a psychological injury doesn't constitute proof that unreasonable management action has occurred, according to the Fair Work Commission.

Abruptly ending an employee's informal flexible working arrangement caused her to suffer a psychological injury, and wasn't 'reasonable management action', a tribunal has ruled.

Real workplace events that an employee perceived as s-xual harassment "clearly" exacerbated her pre-existing psychological condition, a commission has found, in upholding her workers' compensation claim.

An employee who claimed he suffered a psychological injury after performance feedback from his supervisor has failed to convince a tribunal that her behaviour amounted to unreasonable action.

An employer isn't liable to compensate an employee who suffered a psychological injury after being informed of an "inappropriate behaviour" complaint against him, a tribunal has affirmed.

Advising a talent manager "in a totally ad hoc fashion" that his role was becoming redundant "only served to further destabilise his already unstable mental state", a commission has found in a psychological injury dispute.

It was unreasonable to keep an employee "in the dark" after concluding serious misconduct allegations weren't substantiated, a tribunal has found in psychological injury proceedings.