Recent rulings and a lack of case law consensus show how difficult it can be to manage performance-related dismissals that also involve factors such as mental illness, says an employment lawyer.
A tribunal has ordered an employer to pay compensation for a psychological injury, after an employee with underlying sensitivities was "worn down" by unnecessary and stressful meetings with her manager.
An employee was sacked because his poor performance exposed his employer to an "unacceptable level of risk", the Federal Circuit Court has ruled in rejecting his adverse action claim.
An employer has successfully challenged its liability for an employee's psychological injury, arguing its alleged failure to act on bullying complaints was irrelevant to the claim.
A Fair Work Commission full bench has affirmed that an employee's secret recording of a disciplinary meeting should not be admitted as evidence in his unfair dismissal dispute.
An employer has failed to prove its overtime changes, which caused a worker's psychological injury, were an 'administrative action' that should preclude it from compensating her. Also in this article, new cases on bullying, employee deception, redundancy and more; pay growth predictions for 2020...
A tribunal has ordered compensation for an employee who suffered a psychological injury after reviewing records of workplace bullying and harassment she experienced 10 years earlier.
An employee who was "committed and achieving" at work has failed to prove, some years later, that he was developing a compensable psychological injury at the time.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
After years of legislative and regulatory changes, employers' key compliance challenges continue to shift and evolve. Attend this webinar to catch up on recent developments and their HR implications, preparing you and your organisation for what lies ahead.
