When conducted well, organisational redesigns motivate people and drive substantial value, but too often, they're undertaken for the wrong reasons, change experts say.
Economic conditions are prompting more employers to examine their workforces and restructure strategically, but this requires extra caution in today's litigious landscape. Watch this webcast to ensure your organisation's decisions are legally sound and defensible.
Redeployment offers do not need to be "identical" but rather "sufficiently comparable" to a redundant role, the Fair Work Commission has ruled in reducing an employee's redundancy payout by 50%.
A manager whose role was made redundant just hours after he allegedly told his employer he planned to apply for unpaid parental leave has lost his adverse action claim.
An employee's stress during a restructure was potentially exacerbated by some "miscommunication", but her redeployment was reasonable and didn't force her to resign, the Fair Work Commission has ruled.
An employer has failed to prove it made two roles redundant because it held a "genuine belief" that COVID was negatively impacting its business, with a court finding the timing of its decision was "inexplicable".
An employer had a right to make operational changes that led to a redundancy, even if the impacted employee considered them "bad, or wrong" decisions, the Fair Work Commission has held.
An employer's adverse action defence has fallen down over its failure to confirm which HR professional recommended a final warning for an employee's misconduct.
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.
