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Employers may feel justified in summarily dismissing employees when they make what is seen as a serious mistake that hurts their business, but the employer might be the one in the wrong.

The dismissal was communicated insensitively and in an inappropriate way, considering the worker's mental health issues.

We are familiar with the long standing approach of industrial tribunals in determining whether a dismissal was unfair.

This recent case discusses when a teacher's conduct outside school hours could be a valid reason for summary dismissal.

This is not an unfair dismissal case.

Communicating an employee's dismissal other than via a face-to-face meeting is only to be used in 'rare circumstances'.

This Month in Review considers recent workplace matters and employment law in the news and in the courts.

Employers should still be careful before using a new incident as justification to terminate an individual's employment.

Employees must respond in a timely manner to proposals of disciplinary action or termination of their employment.

So what should employers do if an employee overindulges and lets fly with very inappropriate behaviour? .

Unless the employee's breach of safety procedures was "wilful or deliberate", it may fall short of serious misconduct.

Recent unfair dismissal case discussed. Full bench of FWC ordered reinstatement of employee.

The Australian Tax Office was recently found, in proceedings alleging unlawful 'disability discrimination', to have unlawfully dismissed a worker whom the ATO believed (wrongly) suffered from high blood pressure.

The employer was criticised by the Commission for allowing the employee to return to work after a suicidal incident.

It's unusual, but not impossible, for a fair and just termination for breaching safety rules to still be considered harsh.

An employee is entitled to request flexible work arrangements but they are not entitled to demand them. Recent case discussed.

This recent adverse action case has demonstrated that day to day employment decisions can be a high stakes contest.

Employers should be very careful before terminating employment by reason of an employee's 'abandonment' of the role.