HR Heartbeat: “Cancer to the business”: When feedback turns fatal, the rise and fall of the side hustle and…

Welcome to HR Heartbeat, where we look at the week’s most pressing HR and employment relations stories. With over 20 years’ experience in professional services, I give my opinion on current trends impacting your business, as well as my own personal commentary on all things HR and employment relations.

“Cancer to the business”: When feedback turns fatal

We’ve all heard of ‘colourful’ language in the workplace, but a recent Fair Work case drew a hard line on what’s acceptable. A manager reportedly told a staff member they were “a cancer to the business” — words that ultimately led to a constructive dismissal claim. The employee, who said he felt forced to resign, argued the comment made the workplace intolerable.

Fair Work found that although performance management may have been warranted, the way it was handled crossed the line into hostile territory. It’s a sharp reminder: feedback should be honest, not harmful. For those unsure where performance management ends and workplace bullying begins, now’s the time to brush up.

The rise and fall of the side hustle

Fresh data from the ABS shows that the number of Australians juggling multiple jobs has dropped for the first time in over a year. In the March quarter, multiple job holders fell to 947,300—that’s down by 1.6%, and it breaks a consistent upward trend since 2022.

While the fall seems small, it could be a signal of shifting economic pressures, job satisfaction rates, or simply burnout catching up. As leaders, we need to ask whether employees are seeking second jobs because they want to—or because they must. For employers, now might be a good time to revisit your staff’s pay, workloads, and work-life balance. Further advice would be looking into offering proactive support in the form of an EAP (Employee Assistance Program) to help reduce stress and burnout in your workforce.

Redundancy or reset? One worker challenges the line

A warehouse worker recently challenged her redundancy after a business sale led to widespread job cuts. She argued that her employer failed to consult her properly—a requirement under the Fair Work Act when 15 or more employees are made redundant.

Although the company believed it had followed the rules, Fair Work noted inconsistencies and found the consultation lacking. The takeaway here is that redundancies, even during a company sale, must be handled with precision. Missing a step can mean legal risk and reputational damage. If your business is navigating structural change, don’t skip the basics—or the 24/7 employment relations advice that could be the difference between a smooth transition or a set of costly financial and legal penalties.

And that’s a wrap from me. Tune in next time for my take on the latest headlines and
employment law stories, helping keep your business ahead!