An employee who was absent for two years due to a work-related psychological injury was unreasonably sacked for not completing a performance improvement program, a commission has ruled.
A manager has claimed he suffered a psychological injury after a social media "debate" made him think it would be "impossible" to avoid conflict at work.
An employee has won compensation for a psychological injury after a commission accepted she had been treated with hostility by workplace "factions" and criticised in "reply all" emails.
An HR manager and other superiors caused an employee's psychological injury when they either ignored or failed to properly investigate her bullying and harassment complaints, a commission has ruled.
An employer has failed to prove that it did not bully or intimidate an employee into signing a performance management plan, with a commission upholding his psychological injury claim.
An employer is liable for a long-serving employee's psychological injury, after its poor communication about a restructure meant she found out about her demotion by chance.
An employee who was dismissed for being "unable to cope with the unexceptional day-to-day requirements and stressors of her role" has lost her bid for reinstatement.
Training leaders to better support the mental health of their teams is one of the most effective steps an organisation can take to mitigate psychosocial risk, a researcher says.
An employer that failed to "advocate" for an employee when its client requested he be stood down during a serious misconduct investigation has been ordered to pay him compensation for a psychological injury.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
