A recent Fair Work Commission (FWC) decision reinforces the importance of de-escalating workplace conflicts before they escalate into legal disputes.
In Application by Wong [2024] FWC 2856, an employee sought stop-bullying orders against his employer, a former manager, and HR. The dispute stemmed from a change in reporting lines, a misunderstanding over absence notifications, and a disciplinary meeting. While the FWC found the employer’s actions did not amount to bullying, it questioned whether the situation could have been handled more effectively through informal discussions.
Key takeaway? Not every workplace issue requires formal disciplinary action. In many cases, an open and informal conversation—mediated by HR if necessary—can help resolve tensions before they escalate. While disciplinary processes are sometimes necessary, employers should consider whether a more constructive, low-conflict approach could prevent unnecessary disputes.
Lessons for Employers:
✔️ Engage in open dialogue before resorting to formal action
✔️ Understand the root cause of employee concerns
✔️ Use mediation or informal discussions where appropriate
While compliance is critical, effective communication can be a game-changer in reducing workplace conflict.
