A medical opinion stating it was "possible" that a disciplinary meeting "may have had an impact" on an employee's psychological condition did not come close to clearing her employer of liability for the injury, a tribunal has found.
A disciplinary meeting was not the main cause of an employee's psychological injury, but it was the final straw for him after a year of workplace hazing and bullying, a commission has found.
"Aggressive and deprecating" comments from a supervisor couldn't be considered reasonable management actions, a commission has noted in finding an employer liable for a psychological injury.
Stress that stemmed from a toxic workplace culture and sub-optimal return-to-work management was the primary cause of an employee's death, a coronial investigation has found.
An employee who was "hypersensitive" to workplace gossip and criticism has won compensation for a psychological injury, after a commission found a procedurally unfair misconduct investigation was its predominant cause.
Sacking an employee for failing to disclose a "very serious injury" did not cause his "downhill spiral" into dr-g use, a tribunal has ruled in a workers' compensation dispute.
The seven-figure damages award arising from a mishandled termination process serves as an extra reminder for employers to consider the interplay between employment contracts and company policies and procedures, a workplace lawyer says.
A tribunal has upheld an appeal by an employee who sustained a psychological injury after being falsely accused of misconduct, in a ruling that shows employers can't just refer to their third-party contracts when relying on a reasonable action defence.
It "defies belief" that an employer would defend a consultation process as "best practice", when it involved informing a manager of his termination during an impromptu coffee meeting in a busy street, according to a tribunal.
An attempt to block access to mental health records in a dispute about an employee's physical condition has failed, with a Tribunal refusing to "divorce" the two issues.
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.
