An employer should have provided more "positive support" to a worker after he was assaulted by his supervisor, a court has ruled in awarding him $148k in damages for a psychological injury.
An employer has failed to prove it took reasonable disciplinary action against an employee facing sexual harassment allegations, and that it wasn't liable for his resulting psychological injury.
Three months was a "reasonable" amount of time to wait and see if an employee recovered from a psychological injury so he could return to work, the Fair Work Commission has ruled in rejecting his unfair dismissal claim.
An employer's enquiry into a worker's serious privacy breach caused her psychological injury, but it was a "necessary first step" in a reasonable disciplinary process, a commission has ruled.
An organisation-wide performance assessment was a "stressful exercise" for participating employees, but it was nonetheless "necessary", and reasonable, a tribunal has found in rejecting a psychological injury claim.
An employee's "understandable" response to s-xual harassment allegations against him wasn't "outside the boundaries of normal mental function", a tribunal has ruled in rejecting his workers' compensation claim.
An employer has failed to prove an employee's psychological condition was a "grief reaction" to her father's death, and not caused by her poor workplace relationship with a supervisor.
A manager's email about an employee's absence from work was a "bolt out of the blue" that caused his psychological injury, a tribunal has ruled in rejecting the employer's reasonable administrative action defence.
An employee called into "meetings upon meetings" about two workplace incidents, despite the fact she had already provided statements and received a final warning, has won her psychological injury claim.
An employee's perception of an "offensive and hostile" workplace, and of managers' attempts to fix it, caused her psychological injury, a commission has ruled.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
