A worker applied for promotion, did not succeed, and claimed psychological injury caused by the selection process.

Ongoing physiotherapy was not reasonable medical treatment and his low back condition no longer caused work incapacity.

The psychological condition did not arise from her employment, nor was it significantly contributed to by her employment.

The informal meeting did not constitute reasonable administrative action, nor was it carried out in a reasonable manner.

Employee claimed worker's compensation following a heart attack that he suffered whilst waiting for a bus.

The case raises interesting factual issues regarding radiologists' practice, including reporting on incidental findings.

Summary of case where s42 Civil Liability Act NSW was successfully relied upon by a public authority.

A prolonged aggravation of symptoms in an unergonomic working-from-home set up can amount to a compensable injury.

The GDPR is focused on activities in the EU, but it is drafted very broadly and can impact organisations in Australia.

This decision is a reminder of the evidentiary standard borne by the applicant for an extension of time before the AAT.

The case shows the importance of implementing comprehensive pre-employment health declarations in the recruitment process.

Due consultation and communication with the applicant over a period of time, meant the process was conducted reasonably.

For a psychological ailment, the injury needs to continue to be contributed to, a significant degree by the employment.

This new bill introduces a specific whistleblower protection regime for people who expose misconduct in tax affairs.

This decision provides clarity in respect of how the phrase "as a result of" should be interpreted by decision makers.

The Tribunal undertakes a cost/benefit analysis of medical treatment to decide if it is reasonable in the circumstances.

Employers must have strong evidence to refute any causative link between lateral epicondylitis and repetitive activities.

NZ ACC developed guidelines to provide certainty to doctors when considering hernia claims that arise in the workplace.

In recent case FC finds there is that employers are not obliged to rehabilitate injured employees

The Tribunal found in favour of the employer for compensation, but in favour of the worker for the second operation.