Upcoming Webcast: Best Practices for a Neuroinclusive Workplace
Centre for Corporate Health’s national director of psychological services, Rachel Clements, will host a webcast on best practices for a neuroinclusive workplace. The session will cover shifting mindsets from simple awareness to systemic design, integrating neuroinclusion during organizational change, and linking performance, productivity, and burnout to system risks. Attendees will also learn about flexible accommodations, disclosure protocols, gender considerations, and governance structures, with one CPD hour awarded.
Sacking Poor Performer After Sick Leave Wasn't Unlawful
The Federal Circuit Court ruled that the dismissal of a food and beverage manager at Darwin's FreeSpirit Resort was lawful because it was based on documented performance deficiencies, not his recent sick leave. The judge noted performance issues were identified...
Decision-Maker Interrogation a "Live Issue" In GP Claims
Australian courts are expanding the scope of who can be held liable in general protections (GP) claims, a trend highlighted by the 2022 Wong v NAB decision. The ruling makes it clear that tribunals will probe beyond the formal authority...
Survey Questions Can Support Managers, or Make Them Feel Attacked
At the Qualtrics Experience Live event, BHP’s head of organisational development and analytics, Vaughn Sheahan, explained how subtle changes in survey wording can turn manager feedback into a constructive tool or make it feel like an attack. He described BHP’s twice‑yearly...
Disciplinary Action Rare After Employees Report WSH
New research from Diversity Council Australia shows that only 10% of workers who report sexual harassment see disciplinary action taken against the perpetrator. In the past year, 18% of employees experienced harassment, yet 22% chose not to report it. When...
Manager Who Didn't Behave "in a Manner Becoming of a Leader" Loses Appeal
Queensland Industrial Relations Commissioner Jacqueline Power upheld the suspension of a Gold Coast Hospital health manager after a staff survey revealed toxic leadership and a culture review documented numerous complaints. The commissioner concluded the employer had clear information about the...
Attendance Issues Justified Dismissal, but Lack of Notice Was Unfair
The Fair Work Commission ruled that All Lifting & Safety’s dismissal of an employee for regular absences was unfair because the employer failed to properly notify him that attendance itself was a ground for termination. The employee had taken more...
Employee's Email Was "a Potential Source of Embarrassment" But Not Sackable Conduct
The Fair Work Commission ruled that a resignation email copied to a client’s staff was not grounds for dismissal. Deputy President Richard Clancy affirmed the employer’s right to inform clients of an employee’s departure but found no breach of the employee’s...
No Evidence of Racism in P&C Leader's Conduct Findings
Queensland Industrial Relations Commissioner Daniel Pratt concluded there was no evidence that a people‑and‑culture leader mischaracterised a hospital manager’s conduct using the “angry black woman” stereotype. The commissioner said the leader’s evidence was strong and her reasoning clear and logical....
Self-Inquiry a "Powerful" Tool for Men's Mental Health and Leadership
Positive psychology specialist Tess Brouwer warns that men’s loneliness is eroding both wellbeing and leadership effectiveness. She cites that leaders are the most isolated workers, struggling to ask for help while expected to have all answers. In Australia, suicide remains...
FWC Won't Block Investigation Into Employee's "Private Activities"
Australia’s Fair Work Commission ruled that an employer may investigate an employee’s out‑of‑hours conduct when it has a genuine concern about reputational harm. The case involved a patient transport coordinator at St Vincent’s Hospital who was identified in an X post...
FWC Declines to Interfere with IME Direction or Misconduct Investigation
The Fair Work Commission (FWC) refused to block disciplinary action against a Coles employee who was suspended and required to attend an Independent Medical Examination (IME) before returning to work. The Commission noted there was no risk of ongoing bullying...
Employee Told to Be Inclusive of Racist Opinions Wins Unfair Dismissal Claim
The Fair Work Commission ruled that an early‑childhood teacher’s dismissal was unlawful after the employer instructed him to be "inclusive of all opinions," including racist views, and then terminated him based on inaccurate information. The case arose from a verbal...
Single-Interest Authorisation Issued for 269 Employers
Australia’s Fair Work Commission has issued a single‑interest employer authorisation for a proposed multi‑enterprise agreement covering McDonald’s Australia Limited and 268 of its franchisees, totalling 269 employers. The agreement would apply to all employees working under any classification in clause...
"Fake" Calm Leadership "Dangerous and Damaging" To Teams
Leadership coach Leah Mether warns that "fake" calm—projected composure without genuine emotional regulation—can harm team wellbeing. She likens today’s rapid, uncertain environment to the COVID era, noting that the pace of change is unprecedented. Mether stresses that authentic calm must...
Sacking Employee After 'Scope of Duties' Complaint Was GP Breach
The Federal Circuit Court found that dismissing a travel sales consultant for refusing to let his image and voice be used on social media without extra pay constituted unlawful adverse action. Judge Heather Riley concluded the employer’s claim the employee...
Embedding Dispute Resolution Skills Slashes Formal Grievances by 45%
Justice Health NSW introduced an alternative dispute resolution (ADR) framework into everyday leadership about a year ago, resulting in a 45% drop in formal grievances among its roughly 2,000 staff. Employee confidence in grievance handling rose to 67%, outpacing the...
Fair to Sack Manager with "Inability to Take Responsibility" For His Actions
The Shire of Morawa appointed a corporate systems and performance manager in June 2024 to address a toxic workplace. Within four months, multiple complaints surfaced, prompting an investigation into his conduct. The Western Australian Industrial Relations Commission concluded the manager...
Vicarious Trauma Injuries "Hidden" In High Performers
Employers are increasingly aware of vicarious trauma, yet high‑performing staff remain the most vulnerable. A 2022 Kozarov court ruling created a strong legal precedent, prompting tighter psychosocial safety regulations. Rachel Clements of the Centre for Corporate Health warns that top...
Multiple Claims Don't Block Employee's WSH Dispute
Australian employer Sentinel Community Services failed to have a sexual harassment dispute dismissed. Deputy President Tony Slevin rejected the company's three arguments, allowing the former support worker's claim to proceed. The employee, hired in November 2023 and dismissed in June 2025, lodged...
Webinar Resources: Crucial Developments in General Protections Claims
HR Daily has launched a dedicated webinar resource hub focused on recent developments in general protections claims. The page aggregates articles, webcasts, and related content referenced in the "Crucial developments in general protections claims" webinar. Access is gated behind a...
Granting Flex Request Would "Create Expectations" In Broader Workforce
The Fair Work Commission ruled that an employer could refuse a flexible rostering request because granting it could set a precedent leading to widespread expectations and potential productivity losses. The case involved a Coal & Allied Mining Services employee on...
FWC Clarifies Restrictions on S-Xual Harassment Disputes
The Fair Work Commission (FWC) dismissed a TAFE Queensland employee's sexual harassment dispute because her parallel complaints to the Australian Human Rights Commission (AHRC) and Queensland Human Rights Commission (QHRC) had not been resolved. Under section 734B(1) of the Fair Work...
Webcast: Crucial Developments in General Protections Claims
The Fair Work Commission reports that general‑protections claims are the fastest‑growing class of applications, prompting a wave of regulatory reforms. A recent HR Daily Premium webcast dissected procedural shifts, new case‑management rules in the Federal Court, and evolving case law....
Employee Deliberately Used "Unfounded Slurs" To Stop Performance Management
The Federal Circuit Court ruled that a senior program coordinator at Victoria’s Department of Transport and Planning fabricated occupational‑violence allegations to halt her performance‑management process. Judge Karl Blake found the complaint was made in bad faith and therefore did not...
"Childcare Disruption" A Key Driver of Unplanned Leave and Gender Inequality
Australian employers are underestimating how "childcare disruption" fuels unplanned leave, eroding productivity and employee retention. Kiddo CEO Rebecca Dredge warns that when external childcare fails, even flexible work policies collapse. The fallout hits women hardest, deepening gender‑inequality gaps in the...
Cutting Casual Employee's Hours Was an Unfair Dismissal
The Fair Work Commission ruled that cutting a casual pharmacist’s schedule from five fortnightly shifts to a single three‑hour Saturday shift constituted an unfair dismissal. The employer justified the change by hiring a part‑time pharmacist with vaccine certification, a skill...
Employee Who Quit During Paranoid Delusions Was Unfairly Dismissed
The Fair Work Commission overturned an unfair dismissal claim involving a Hutchison Ports stevedore who resigned while experiencing paranoid delusions. Colleagues raised concerns about his mental health, yet the employer did not verify his intent to quit and refused his...
FDV Warning Signs Often Missed in the Workplace
Australian workplaces are struggling to support employees experiencing family and domestic violence (FDV) because many warning signs go unnoticed. Humans of Purpose Academy estimates 2.2 million women—about one in four—face FDV each year. Support specialist Melanie Greblo warns that managers and...
Performance Sacking Upheld as Fair Despite "Ambitious" PIP Targets
The Fair Work Commission ruled that a senior security analyst’s dismissal from National Australia Bank was fair, despite finding some performance‑improvement‑plan (PIP) targets “unreasonable or ambitious.” The employee, hired in 2023, was terminated in June 2023 after failing to meet...
Retaining Director After "Proven S-Xual Misconduct" Forced Employee to Quit
The Fair Work Commission rebuked WA Mirning People Aboriginal Corporation for keeping a director on its board after sexual harassment allegations were substantiated, forcing a communications manager to quit. The manager filed a general protections dismissal claim, arguing the board’s...
More Structure Needed in Employee Sponsorship and Advocacy
Employee sponsorship is a key driver of career advancement, yet most companies treat it informally, which tends to favor bold, outspoken staff. Victoria Butt, founder of Parity Consulting, argues that without structured sponsorship programs, quiet high‑potential employees are overlooked, creating...
Employer's Disciplinary Approach Was "Shoot First, Ask Questions Later": FWC
The Fair Work Commission (FWC) ruled that a warehouse employer’s disciplinary process was “most unsatisfactory,” describing it as treating the employee as guilty until proven innocent. The employee, a Safety Xpress assistant, was dismissed after a written warning for repeatedly...
HR's Ascent Shaped by "Seismic" Events, but More Tests to Come
Specialist recruiter The Next Step released its 10‑year HR Opportunity Index, showing the profession’s evolution from a support role to a board‑level strategic imperative. The index surged to a pre‑pandemic peak of 116.4 in June 2019, collapsed 52% in 90...
Dismissal After Traumatic Workplace Incident Upheld as Fair
A casual employee at Dan Murphy’s in Ballina was dismissed after a traumatic armed‑robbery incident left her unable to return to work. The worker, who was threatened with a knife on June 18, completed two more evening shifts before requesting day...
IME Direction Reasonable Despite "Regrettable" Process Failures
The Queensland Industrial Relations Commissioner upheld an independent medical examination (IME) direction for a long‑absent emergency dispatcher, despite the employer’s procedural missteps. The employee was misinformed about the medical evidence required for her return, but the commission ruled this did...
Sacking Upheld for Employee Who Breached Policies "Out of Curiosity"
The Fair Work Commission upheld the dismissal of a Westpac employee who violated the bank’s code of conduct, privacy, and conflict‑of‑interest policies. The full bench rejected the claim that the lack of an independent investigation made the termination unfair, stating...
Psych Injury Was Caused by Real Work Events, Not "Pure Delusion"
The NSW Personal Injury Commission dismissed Warrumbungle Shire Council’s appeal, confirming that a water‑project engineer’s psychological injury stemmed from actual workplace events. Acting Deputy President Paul Sweeney ruled that causation can be proven when an employee experiences an offensive or...
End of the Road for Two Key Challenges to FW Act Amendments
Employers have lost two pivotal appeals challenging the Fair Work Commission’s interpretation of recent Fair Work Act amendments. The first appeal contested the regulated labour‑hire arrangement (RLHA) orders for workers at 13 mining sites, arguing that BHP OS was providing a...
Guilt, Fear and Re-Traumatisation Common After Burnout
Psychologist Lize Van der Watt warns that employees returning from burnout often face guilt, fear and a risk of re‑traumatisation. Managers frequently assume full recovery and push for an immediate return to previous duties, which she calls unreasonable. She advocates...
HR Director Discriminated Against Employee with Disabilities
An NSW Civil and Administrative Tribunal found that an HR director at NSW Health discriminated against an administrative support officer with anxiety, depression, and Klippel‑Feil syndrome. The director denied her a chance to discuss her disabilities, proceeded with a demotion,...
AI Tools Designed for Fairness Can "Overcompensate"
Researchers at Macquarie Business School examined how inclusion‑focused generative AI tools influence disability bias in hiring. The AI assistant delivered structured, fairness‑oriented prompts to guide managers during complex candidate evaluations. While the tool lowered bias in straightforward assessments, it sometimes...
Q&A: Vicarious Trauma as a Psychosocial Hazard
Vicarious trauma is emerging as a recognized psychosocial hazard, especially for professionals who regularly encounter others' suffering. Mental‑health experts warn that many employers still underestimate exposure and rely on generic wellness measures that fall short. The Q&A outlines prevalence across...
Consultation Breach Turned Genuine Redundancy Into Unfair Dismissal
The Fair Work Commission ruled that a genuine redundancy can become an unfair dismissal if the employer fails to consult employees properly. In a case involving a CDNI Care disability support worker, the employer claimed financial hardship and rushed the...
Employee Chose to Quit Despite Employer's "Above and Beyond" Support: FWC
The Fair Work Commission dismissed a general‑protections claim that a Cairns Regional Domestic Violence Service employee was forced to quit due to unaddressed psychosocial risks. Deputy President Nicholas Lake concluded the employee resigned voluntarily and found the employer acted in...
Who's Moving up in HR Roles so Far in 2026
Senior HR and people‑culture leaders are reshuffling across tech and advisory firms in Q1 2026. BDO promoted Kerry Atkinson to chief people officer and added Willem Olivier as chief risk officer, underscoring a focus on governance and employee experience. The...
Gap Between Leaders' Intentions and Impact Undermines Culture
Leadership strategist Preetie Boler warns that many managers confuse good intentions with effective outcomes, creating a hidden "invisible gap" between what they aim to do and how employees experience it. The gap manifests when defensive tones undermine feedback, a lack...
Employee "Disregarded Facts" And Made "Egregious Misrepresentations"
The Fair Work Commission reprimanded an employee who continued to rely on AI‑generated submissions for his general‑protections claim after the tribunal deemed the material incoherent and misleading. The employee alleged he was forced to quit after being reassigned to labouring...
Scrapping Junior Rates "Not the Right Step" Amid High Youth Unemployment
The Fair Work Commission has voted to eliminate junior pay rates for employees aged 18 and over in three modern awards. Workplace lawyer Brett Feltham warns that the change could dampen employers' willingness to hire younger staff. The Australian Chamber...
"Highly Critical" Email Clearly Breached Employer's Code of Conduct
The Western Australian Industrial Relations Commissioner ruled that a handyman’s email to East Metropolitan Health Service breached the employer’s code of conduct, describing it as “extremely inappropriate.” The message contained untested, serious allegations against multiple managers, contradicting the employee’s claim...