Workplace cultures that promulgate the image of "bulletproof" workers that need to be tough to do their jobs can magnify the "insidious" effects of vicarious trauma, a top complex trauma expert says.
The employer of a worker who suffered a "severe overload" injury has unsuccessfully attempted to block his entitlements by making the novel claim that its inability to provide enough staff constituted reasonable administrative action.
Up to half of working parents in Australia are experiencing psychologically harmful workplace discrimination, showing policies delivering inclusivity for those with caring responsibilities are urgently needed, researchers say.
An appeals commission has upheld a decision in favour of a worker who suffered a psychological injury from her employer's initial communications on a COVID-19 vaccine mandate. It rejected the employer's reasonable disciplinary action defence on the basis that the worker was injured before this action occurred.
A workplace manager did not bully a worker, but their employer dealt with the worker's grievances "clumsily", allowing misconstrued interactions to build up to a point where the mental health of both employees was affected, a commission has found.
A quick coaching program can show supervisors how often they unnecessarily interrupt their staff, to the detriment of staff members' health, and help them "redesign" working arrangements, according to Swiss researchers.
Workers' compensation authorities are expected to adjust their activities to increase their focus on psychological injuries and target fraud, after a major audit found a lot of money has gone towards internal improvements, but not enough attention has been paid to return-to-work outcomes.
A full supreme court has ruled on who bears the onus of proving whether an injury was caused by reasonable management action, in a case involving a performance-managed worker forced to record all his movements in a spreadsheet.
A commission has rejected a worker's allegations that she was forced to resign because her employer failed to shield her from vicarious trauma and its approach to psychological safety was "stuck in the 1990s".
A worker who claimed repeated safety incidents and near misses caused his psychological injury has been denied compensation, with a judge finding a number of his concerns were "misplaced" and reasonable administrative actions taken by his employer were the predominant causes of his condition.