An employee who did not seek psychological treatment for a workplace sexual assault until more than two years after the incident has lost her workers' compensation claim.
It was "incumbent" on an employer to investigate allegations an employee had been spreading rumours at work, but its process was "most inappropriate", and caused a psychological injury, a commission has ruled.
Regularly questioning an employee about why he wasn't completing his assigned tasks amounted to bullying and harassment, and caused his psychological injury, a commission has ruled.
An employee has won compensation for a psychological injury he suffered after a colleague, with whom he'd been embroiled in conflict for years, was promoted and threatened to "go after" him.
An employer has defended sacking an absent employee after an independent medical assessment found "malignant resentment" prevented her from ever being fit to return.
"Ongoing" performance monitoring, along with a team leader's management style and a heavy workload, caused an employee's psychological injury, a commission has ruled in rejecting an employer's 'reasonable action' defence.
A regulator has found two employers failed in their duty to minimise or eliminate workplace psychosocial risks, after one introduced a new performance management system without proper consultation, and the other placed excessive and ongoing work demands on its staff.
In an important ruling analysing vicarious liability, the High Court has upheld an employer's appeal against a $432k damages award for an employee who suffered a psychological injury due to his co-worker's drunken misbehaviour.
An employee who was threatened and assaulted by another worker has been awarded compensation for a psychological injury, after a commission found the employer's investigation into the incident was unreasonable.
Managers are now noticeably more reluctant to take action that might pose a psychosocial hazard, but holding back can create a "much worse" problem, a workplace lawyer warns.
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.
