Webcast & Q&A excerpts (all access) | Page 4 (163 items)

Employers require more than a disagreement or impasse to prove an employee has repudiated their contract, a workplace lawyer says.

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.

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.