For an absence from work to count as an "authorised recess", there must be an expectation by the employer that the worker will return to work, a court has found in a case involving a worker who was injured driving to his doctor.
A large employer allowed a conflict between a worker and his manager to persist for so long that the mental health of both workers deteriorated, the Fair Work Commission has found.
The very act of formalising a workplace mental health strategy can improve employee wellbeing and organisational culture, according to research commissioned by the Australian Industry Group and including six business case studies, which identifies job design as an overlooked wellbeing tool.
A worker who suffered a life-threatening disease that triggered mental health issues was harshly dismissed for his unsatisfactory performance under three improvement plans, an industrial commission has found.
One in three Australian workers who sustain a physical injury experience serious secondary mental illnesses, but few of these people access mental health services that could accelerate their recovery and return to work, according to a study.
An appeals court has confirmed that a major employer negligently transferred an already traumatised worker back into a role where she was exposed to violent and confronting scenes.
Employers have a high degree of responsibility to prevent foreseeable risks arising from criminal conduct by third parties, a court has highlighted in awarding nearly $300,000 in damages to a worker who developed psychological injuries after an attempted robbery.
A worker suffered a mental injury from being bullied and called racist names at work, but his condition ceased to be employment-related when his work-aggravated drug abuse syndrome became his "predominant problem", a tribunal has found.
Workplace bullying is often perpetrated by supervisors and managers, but workers bullied by their colleagues are more likely to develop depression, European researchers have found.
A worker has been given a second opportunity to show his employer unreasonably disciplined him for refusing to sign a new fatigue management policy, with a court stressing that mental conditions can be compensable "irrespective of the diagnostic label".
