Section 11A of the Workers Compensation Act 1987 must be read with s9A so that the 'wholly or predominantly caused' test applies to the employer's contribution to the injury, not the injury as a whole, thereby avoiding the absurdity that non-employment causes could prevent the employer relying on the s11A defence. A course of disciplinary conduct may constitute 'reasonable action' under s11A even if particular steps within it are unreasonable; the question is whether the whole process was reasonable. Payment of compensation by an employer should not be treated as an admission capable of prejudicing the employer's statutory defences.
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