An employer's "very modest step" in limiting an employee's communications with his supervisor was reasonable action, in light of identified risks to the latter's mental health, a tribunal has found.
An employee was understandably concerned about his relationship with a supervisor, who labelled him a poor performer and suggested he attended work "to bludge", a commission has found in psychological injury proceedings.
A "very generalised HR person" had no basis to weigh in on whether an employee's psychological injury risks were foreseeable, a court has ruled in throwing out his "expert" report.
An employer's misguided approach to addressing an "emotional" supervisor's performance issues could have caused even someone of "normal fortitude" to suffer a psychiatric injury, a court has ruled in ordering it to pay $300k in damages.
It was "excessive" and unfair to take six months to investigate workplace misbehaviour allegations, a commission has found in upholding an employee's psychological injury claim.
Defects in a disciplinary process "were not minor or insignificant" as an employer claimed, a commission has ruled in finding it liable for a manager's psychological injury.
Regulatory changes, alongside evolving work environments and increased awareness of mental health issues, have turned a spotlight on psychosocial safety at work. Watch this HR Daily Premium webcast for a refresher on workplace psychosocial hazards and best-practice management.
In failing to respond to "very detailed" accusations about belittling an employee and increasing her workload, a manager has undermined an employer's psychological injury defence.
An employee who claimed his workplace absence was weaponised as a disciplinary threat to his whole team has lost his psychological injury claim, after a commission found the employer's warnings were "entirely reasonable".
An employee wasn't "taken by surprise" when told he'd failed a performance review, a commission has ruled, finding his deficiencies were "well documented" and his employer's processes were reasonable.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
