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.
Being cajoled to perform on stage at an awards dinner caused a manager's psychiatric injury – but the risk was so far-fetched his employer couldn't have foreseen and managed it, a court has ruled.
An employer has to compensate an employee for a workplace-bullying-related psychological injury, after it failed to prove it had a reasonably arguable case to dispute her claim.
Workers' compensation schemes should fund treatment and rehabilitation for all mental-health-related claims for up to six months, regardless of liability, a major report recommends.
Costly legal disputes continue to highlight the many risks employers face when managing, disciplining, or dismissing employees while they are absent, injured or incapacitated. Attend this webinar for an up-to-date review of the legal framework applying to workplace absenteeism, injury and incapacity, and lessons from recent case law.
