Webcast & Q&A excerpts (all access) | Page 3 (149 items)

Taking action to improve psychosocial safety after an incident can "come back and bite" an employer, a workplace lawyer warns, amid heightened regulator activity.

Instead of always coming up with new strategies to solve perceived organisational problems, sometimes it's better for HR practitioners to step back and consider which strengths they can more effectively leverage, an advisor says.

Employees' expectations around flexibility and hybrid working are creating "some interesting issues" in redundancy-related disputes, an employment lawyer says.

"Micro coaching moments" are among the ways progressive HR functions are combatting managers' fear of giving performance feedback, according to an experienced consultant.

The prospect of general protections claims lodged on the basis of employees' "future workplace rights" is an important area for employers keep an eye on, a lawyer says.

In discussion and reporting of all the recent Fair Work Act changes, relatively little focus has been paid to the ways HR practitioners can be found personally liable for employers' contraventions, a lawyer says.

When a workplace matter involves an element of whistleblowing, it's crucial for HR practitioners to understand what their role is, and not stray from it, an employment lawyer says.

When an employee discloses that they have a neurodivergent condition, there are certain steps it's advisable for their employer to take, and plenty that they should avoid, a workplace lawyer says.

When negotiating an employee's departure from an organisation, often the most successful settlements are where "both parties walk away unhappy", according to a lawyer.

Neurodivergent employees can be significantly more productive than their neurotypical counterparts, but they sometimes need accommodations to maximise their potential, according to a psychologist.