Psychological injuries & claims | Page 3 (279 items)

Managing workplace violence and aggression as a psychosocial hazard requires considering not just the different risk profiles of particular workers, but how they respond differently to incidents, an expert says.

An angry phone call from a client made an employee feel like he was "under attack", and significantly contributed to his psychological injury, a commission has ruled.

Failing to properly consider whether an injured employee could perform modified duties has undermined an employer's defence to her psychological injury claim.

Occupational violence and aggression is now the fastest-growing mechanism of psychological injury, and it's a problem affecting an increasingly broader spectrum of workplaces, a specialist warns.

Read the webcast description here then watch the full presentation with premium membership.

• Scorecard shows more women holding Government board roles
  
• Controversial psychological injury amendments pass
  
• Hiring frictions are "increasing, not easing"

An employer has failed to prove it wasn't liable for an employee's psychological injury, which a commission found didn't just result from a redeployment process but from the strain of supporting affected colleagues through it.

An employer's defence to an employee's psychological injury claim has been undermined by evidence that he was exhibiting signs of stress before it decided to investigate his work practices.

An employer has lost its dispute over liability for a psychological injury, with a tribunal accepting workload issues and a lack of support were the cause, rather than stress resulting from the employee's physical health problems.

To ensure they take 'reasonable management action' when handling complex workplace processes, employers need policies that provide for fairness and consistency, but also some flexibility, lawyers say.