An employee wasn't bullied when she received repeated requests to work in her employer's office, and was placed on a performance improvement plan after a client complaint, a key ruling from this year illustrates.
Poorly handled workplace change is the most common psychosocial hazard, and the solution might start with reframing how change is perceived, an expert says.
Most HR practitioners know how to apply a technical lens to complex workplace matters, but a broader focus on human elements can surface risks and opportunities they wouldn't otherwise address, an advisor says.
Poor perceptions of an HR function sometimes have no foundation in its performance, so the solution lies in reframing its achievements, according to an advisor.
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.
Costly legal disputes continue to highlight the many risks employers face when managing, disciplining, or dismissing employees while they are absent, injured or incapacitated. Attend this webinar for an up-to-date review of the legal framework applying to workplace absenteeism, injury and incapacity, and lessons from recent case law.
