Psychological injury risks and mental health issues are receiving heightened levels of HR attention in light of pandemic-related stresses and remote working. This webcast discusses employers' legal obligations in this space, including reasonable adjustment considerations and implications for managing work processes.
An employee who blamed his psychological condition on a transfer knockback, punitive performance management and a written warning was not treated unfairly, a tribunal has found.
An employer has failed to convince a tribunal that it should not be held liable for an employee's psychological injury claim because medical evidence showed she was a "heavy drinker".
The pandemic has highlighted mental health as a major issue that employers can't ignore, and in this Q&A a lawyer sets out some considerations for fostering a culture where employees feel comfortable to disclose conditions.
Transferring an employee to a site she perceived as a "dumping ground" after she reported being s-xually assaulted by a colleague exacerbated her psychological injury, a commission has ruled.
An employer that was unaware of an employee's significant mental health condition, which affected his work performance and relationships with managers, is not liable to compensate him for his injury.
A manager and HR business partner who refused to delay a performance meeting so an employee's preferred support person could attend had no reasonable grounds for doing so, a tribunal has ruled.
An employer whose return-to-work plan gave an employee the impression he was being managed out of his job was not liable for related anxiety, insomnia and panic attacks, a tribunal has found.
Some employers have successfully stepped up to the task of managing psychosocial safety, but in many other workplaces, initiatives are falling flat. Join us for an HR Daily webinar to understand what's holding back progress in this critical space and how to move forward.
