A Fair Work Commission member was entitled to find an employer "misheard" a worker resign after a heated workplace argument, and her award of maximum compensation should stand, a full bench has ruled.
Employers are increasingly consulting psychologists ahead of terminations with a view to preventing psychosocial harm during the process, and it can "absolutely" work, according to a safety specialist.
In finding today that the risk of an employee's psychiatric injury was a "serious possibility" after his botched dismissal process, the High Court has nonetheless determined not to rule on whether employers' duty of care extends to disciplinary and termination events.
The High Court has restored a $1.44 million damages award to an employee who had a "catastrophic" reaction to his misconduct dismissal, with the majority ruling that when the employer didn't follow its disciplinary policy, it breached the worker's contract.
A leader whose meeting about Christmas party conduct has gone viral has been praised as "refreshingly authentic", while some of his comments raise "red flags".
HR "can't just be consulting" when it comes to workplace change; it needs to be leading, a people experience specialist says. Meanwhile employers should expect unfinished projects to be "the norm" at the end of the year, research shows.
An employee jumped the gun when he resigned before the conclusion of redeployment discussions, and his employer did not repudiate his contract, the Fair Work Commission has found.
People investments are business investments, and 2025 is the year to finally make it clear that investing in people, and the systems and processes that support them, is not "a generous act", a workplace expert says.
In hindsight an employer was imprudent not to compromise further to settle an employee's unfair dismissal claim, but its rejection of her final offer wasn't so unreasonable as to warrant a costs order, the Fair Work Commission has ruled.
When HR and other leaders are addressing interpersonal conflict at work, it's important to be mindful of the "subversive" impact some language has, a specialist says.
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.
