Workplace disagreements and behaviours caused an employee "some stress", but they didn't significantly contribute to his psychological ailment, a tribunal has ruled.
A mentally unwell employee has failed to prove her employer compromised her ability to return to work after she suffered a psychological injury, and that she was therefore unfairly dismissed.
It was reasonable rather than "threatening" for an employer to raise the prospect of resignation with a worker who was struggling, a tribunal has ruled.
An employer has defended the way it managed a "high achiever", who suffered a psychological injury after behaviour issues were raised during a routine personal development meeting.
An employer should have assessed an employee who was showing "evident signs" of mental health issues at work and then moved her to another role, the High Court has ruled in upholding her psychiatric injury appeal.
A "little bit" of swearing towards a director was "nothing serious", but when the behaviour escalated to verbal and physical abuse it became unreasonable, a tribunal has found in a psych injury appeal.
An employer's immediate and "considerate" response to an employee's workload complaints didn't mitigate the fact it asked "too much" of her over an extended period, making it liable for her psychological injury.
The fact an employee was more susceptible to an aggravation of psychological injuries didn't automatically mean that his employment was a significant contributing factor, the Federal Court has ruled.
It was not just "clumsy or unprofessional" but also unreasonable to suspend an employee "out of the blue", a tribunal has found in awarding compensation for a psychological injury.
A long-term underperforming employee has won a psych injury appeal, arguing the performance management process she was on for more than three years lacked clear expectations and timeframes.
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.
