Employers have a duty to minimise workers' psychological stress and can do so by proactively boosting office morale and enforcing manageable workloads, a recruitment expert says. Meanwhile, employers have been warned that problem gambling can have a significant impact on the workplace, and offered tips to help struggling staff.
High workloads and other organisational factors compel workers to go to work when they're sick, significantly increasing their levels of exhaustion and creating a vicious cycle that adversely affects employers, Swedish researchers have found.
Resilient and mindful workers help create mentally healthy workplaces, but these skills are also crucial for managing workplace safety and preventing injuries by making workers more aware of their surroundings, according to a wellbeing program pioneer.
Employers have been urged to review their leave accrual practices, after a full Federal Court ruled that workers are entitled to 10 calendar days of sick leave per year regardless of the number of hours they normally work on each shift.
Ninety per cent of workers won't use workplace complaint processes to stop bullying, so employers need to "empower" them to tackle the roots of the conduct through strategies like communication upskilling, according to a workplace bullying prevention and management specialist.
A tribunal has upheld an employer's actions in dismissing a worker for misconduct on his first day back at work after suffering mental health issues, but concedes it could have handled the early signs of his erratic behaviour differently and provided more support.
Language barriers compound the existing challenges of workers' comp and injury management processes and expose employers to the risk of workers reinjuring or exacerbating their conditions, the CEO of a care services organisation has warned.
The Fair Work Commission has denied a worker interim stop-bullying orders to block his employer from requiring him to attend an independent medical examination, which he claims it will use to sack him.
Performance management and disciplinary processes shouldn't be scrapped if a worker becomes ill or makes a psychological injury claim during the process, but communication is key to managing their expectations, a senior workplace lawyer says.