The issues that triggered an employee's performance management should have instead prompted "proactive and practical training", a tribunal has found in awarding compensation for a psych injury.
Counselling by a colleague who took issue with an employee's "rudeness" was not reasonable management action that could exempt an employer's liability for a psychological injury, a tribunal has ruled.
Communication between managers and employees can sometimes be "wrongheaded or unfair" without amounting to bullying, a court has ruled in rejecting a psych injury appeal.
An employer's duty of care is personal to each individual employee, but its response to a foreseeable psych injury risk must be capable of extending to any employee, a court has ruled in a psych injury appeal.
An employer that admitted its attempt to sack an absent worker was a "mistake" and tried to take it back does not have to pay compensation for unfairly dismissing her.
An employee is claiming she suffered a compensable psychological injury after reporting her manager for serious misconduct and then continuing to work under him, fearing that he knew.
Management action does not have to be "perfect" or industrially fair for it to be reasonable, a Commission has noted in finding a stressed employee was not entitled to compensation for a psychological injury.
In trying to shield a manager from the embarrassment of suspension, an employer ignored correct procedures and caused his psych injury, a commission has ruled.
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.
