What is meant by reasonable management action?

In this video, we'll explain what reasonable management action is in mental injury claims to help you confidently manage your workers.

When a work cover claim is lodged, we check it to make sure it meets the criteria for acceptance.

In Queensland, mental injury claims caused by reasonable management action, when it's taken in a reasonable way are excluded from workers compensation.

Management action means steps your workplace takes to manage your workers employment, like giving feedback on or managing a worker's performance, investigating complaints and misconduct, changing a worker's role, taking disciplinary action such as dismissing a worker.

As an employer, you'll decide who to promote or transfer, how to approve leave, and who is eligible for promotion.

It's reasonable for managers and supervisors to allocate work or give feedback on a worker's performance in a fair and constructive way.

Sometimes difficult management decisions at work can lead to a worker feeling uncomfortable and even developing a mental injury.

But if that injury is caused by reasonable management action taken in a reasonable way, then they can't receive workers compensation.

Also, actions can't be considered bullying if they're done in a lawful and reasonable way, taking the unique circumstances into account.

For more guidance on bullying versus reasonable management action, see our website.

It's important to remember that even if a worker's claim is denied due to reasonable management action, they may still have a genuine mental health concern.

Always show empathy and support.

One way you can help is to connect your worker to support services listed on our mental injuries web page.

When we consider whether management action is reasonable or not, we'll look at the actual management action taken rather than the workers perception of it, whether the decision was in line with the workplace's established policies or procedures, and if not, whether it was reasonable in the circumstances.

Management action must be taken in a reasonable way, so it should always be done fairly and it should make sense to an observer.

It's not about being perfect, just fair, objective and sensible.

Here are some practical tips.

One, inform workers about the purpose of any meeting.

Two, Follow established policies and consult where necessary.

Three, Keep records of discussions and decisions.

Four, Offer workers the chance to bring a support person to important or difficult meetings.

Five, Make sure you don't unreasonably delay taking management action.

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If you need help in your language, call 1800 512 451 and ask for an interpreter.