She Had PTSD From Her Office Job - An Australian Manager's Recovery Story

When Your Dream Job Gives You PTSD

Editor's Note: This is an exclusive OzSparkHub interview with "Sarah" (name changed for privacy), a former Manager at a major Australian corporation who survived 18 months of systematic workplace bullying.

According to the Lloyd's Register Foundation 2024 World Risk Poll, Australia and New Zealand have the highest levels of workplace violence and bullying globally, with 47.9% of people experiencing some form of workplace harassment in their lifetime—more than double the global average of 21%.

Sarah's story represents the lived experience of nearly one in two Australians.

All names and identifying details have been changed to protect privacy. No specific organizations are named.

When I met Sarah at a quiet Melbourne café, she hesitated before sitting down.

"Is this table too visible?" she asked, scanning the room. "I know it sounds paranoid, but..."

It didn't sound paranoid. It sounded like PTSD.

Five years after leaving a toxic workplace, Sarah still experiences physical reactions to triggers—a particular tone of voice, a hairstyle, an urgent email subject line. She's not alone. According to Safe Work Australia data, mental health claims now make up 10.5% of serious workers' compensation cases, with recovery times four times longer than physical injuries.

This is Sarah's story.

🚨 Before We Begin: You're Not Alone

Experiencing workplace stress or bullying right now?

• Take OzSparkHub's Mental Health Assessment Hub for free screening tools
• If you're questioning whether to leave your job, try our Rage Quit Quiz for personalized guidance
• Crisis support: Lifeline 13 11 14 | Beyond Blue 1300 22 4636

Part 1: "It Started With Emails About KPI Reports"

OzSparkHub: Tell us about your background. What was your career like before the bullying started?

Sarah: I was a Manager at a large Australian professional services corporation. I had 20 years of experience. I loved my work—genuinely believed in what we were doing. I had a team of talented people, and we were producing excellent results.

OzSparkHub: When did things change?

Sarah: When I got a new manager. It started so subtly I didn't even recognize it at first. An email about daily KPI reports: "Why aren't they sent by 8:30 AM?"

I explained the data processing pipeline—the quality checks, the validation steps. I even arranged for my staff to come in earlier to accommodate the request.

OzSparkHub: Did that help?

Sarah: [Laughs bitterly] Nothing was ever enough. That's the thing about bullying—it's not actually about performance. It's about control.

Part 2: "You Have No Ability"

OzSparkHub: What was the worst incident?

Sarah: [Long pause] She called me into her office one day. Slammed my job description on the table. And said—not once, but over and over—"You have no ability."

It wasn't criticism. It wasn't feedback. It was... [voice breaks] ...it was psychological assault. Loud voice, closed door, just repeating those words.

OzSparkHub: How did you respond?

Sarah: I froze. Completely froze. I couldn't speak. I couldn't defend myself. I just stood there and took it.

That's when I started to doubt everything about myself. My 20 years of experience, my skills, my achievements—none of it mattered. Those four words—"You have no ability"—became the voice in my head.

According to the Victorian Public Sector Commission workplace bullying survey, incivility (talking down, demeaning remarks) is the most common form of bullying, affecting 69% of bullied staff. Sarah wasn't alone—but in that moment, she felt utterly isolated.

Part 3: When Laughter Becomes a Liability

OzSparkHub: Were there other incidents?

Sarah: Oh, constantly. One day, my team and I shared a laugh—just once—about something trivial. A rare moment of joy in an increasingly oppressive environment.

She saw it from her office.

Minutes later, she called me in and said: "Your team is toxic."

OzSparkHub: Because you laughed?

Sarah: Because we had a moment of human connection. That's when I realized—joy had become a threat. Laughter was evidence of poor management. Any sign of workplace wellbeing was somehow proof I wasn't doing my job.

I started telling my team to keep their heads down, to be quiet, to look busy even when they'd finished their work. I became complicit in our own oppression.

Part 4: The Six-Month Threat

OzSparkHub: We understand there was a Performance Improvement Plan (PIP) involved?

Sarah: [Nods] For six months, she dangled it over my head like a guillotine. "I'm preparing it." "You'll see it soon." "It's coming."

Every day, I walked into work wondering if today was the day. The anticipation was worse than the actual PIP when it finally arrived.

OzSparkHub: Why do you think she delayed it?

Sarah: Psychological torture. If she'd just issued it immediately, I would have known what I was dealing with. But this way, I lived in constant fear. I couldn't sleep. I couldn't eat. I developed anxiety symptoms I'd never had before.

Research on workplace trauma and PTSD shows that prolonged psychological stress can be more damaging than a single traumatic event. Sarah was experiencing what psychologists call chronic workplace trauma.

Part 5: When HR Protects the Bully

OzSparkHub: Did you report this to HR?

Sarah: [Bitter laugh] HR was on her side. Every time I raised concerns, they responded with cold policy language:

• "That's within management's discretion."
• "You should have followed the chain of command."
• "Maybe you need to work on your communication style."

I wasn't being heard. I was being processed.

OzSparkHub: Can you give us an example?

Sarah: I had dental surgery. My face was numb, I was in pain, and I forgot to ask for a medical certificate. I went back the next day to get one.

My manager's response? "Why didn't you get it from the dentist on the day of your procedure?"

Even when I was healing from surgery, I was still under suspicion.

OzSparkHub: How did HR respond when you reported this?

Sarah: They asked me if I'd "properly communicated" my medical situation. The implication was that I was at fault for not getting documentation while literally in pain from surgery.

That's when I realized: HR wasn't there to protect me. They were there to protect the organization from liability.

According to the VPSC People Matter Survey, only 26% of people who file formal bullying complaints are satisfied with how their case was handled. Sarah's experience was heartbreakingly typical.

Part 6: The Physical Toll

OzSparkHub: How did this affect your health?

Sarah: I started having panic attacks. Insomnia. I couldn't eat properly—lost significant weight. I developed a freeze response whenever I heard certain tones of voice.

But I kept going to work. I thought if I just pushed through, if I just proved myself, it would stop.

OzSparkHub: Did you see a doctor?

Sarah: Eventually. My GP recommended a psychologist. That's when someone finally said the words I needed to hear:

"You either become like them—or you leave."

OzSparkHub: What did that mean to you?

Sarah: It meant I had a choice. I could stay in this toxic environment and let it change who I was—become harsh, become a bully myself just to survive. Or I could leave and rebuild my life.

I started preparing my exit strategy.

Part 7: The Unexpected Ending

OzSparkHub: What happened next?

Sarah: Something I never expected—they all left first.

My manager, the HR director, the whole toxic leadership team. They moved on to other roles, probably leaving similar trails of damaged people behind them.

OzSparkHub: So you stayed?

Sarah: I did. For a while. But trauma doesn't leave just because the people do.

Years later, I saw someone with my former manager's hairstyle in a café. I froze. Not metaphorically—my whole body shut down. My hands started shaking. My chest tightened. I had to leave.

That's when I realized: I had PTSD. Not from a war zone, but from a desk, a report, a voice, a silence.

Part 8: The 14-Day Recovery Journey

OzSparkHub: How did you heal?

Sarah: For a long time, I thought I just had to "get over it." But PTSD doesn't work that way.

I tried therapy. I tried mindfulness apps. I tried just "moving on."

What finally helped was a structured, evidence-based recovery framework—specifically designed for workplace trauma.

OzSparkHub: Can you walk us through what helped?

Week 1: Recognition and Safety

Sarah: The first week was about recognizing what happened to me was real. Not "tough management." Not "personality conflict." Systematic psychological abuse.

I used:

• Cognitive reframing tools - Challenging the voice that said "You have no ability"
• Trauma-informed mindfulness - Not generic meditation, but practices designed specifically for workplace PTSD
• Self-assessment worksheets - Identifying my actual strengths versus the distorted narrative I'd internalized

Key insight: I learned that workplace bullying in high-pressure Australian industries affects 30% of workers and costs the economy $10-60 billion annually. I wasn't weak. I was part of a systemic crisis.

Week 2: Rebuilding Confidence

Sarah: The second week focused on practical application:

• Understanding Australian workplace rights - What was legal, what wasn't, how to document properly
• Communication templates - How to speak up without triggering my freeze response
• Energy management strategies - Because healing takes energy I had to protect

Key insight: Only 26% of formal bullying complaints result in satisfactory outcomes. Understanding this helped me release the guilt I felt for not "fighting harder."

OzSparkHub: What changed after those 14 days?

Sarah: I didn't "get over it." But I got stronger. I stopped freezing when I heard certain tones. I learned to recognize red flags in workplace culture early. I rebuilt my confidence as a data professional.

Most importantly, I stopped blaming myself.

Part 9: The Numbers Behind the Story

OzSparkHub: You mentioned data. What do the statistics show about workplace bullying in Australia?

Sarah: The numbers are staggering—and they're getting worse.

🚨 Australia: The World's Worst for Workplace Bullying

According to the Lloyd's Register Foundation 2024 World Risk Poll (125,911 people across 121 countries):

That means nearly 1 in 2 Australians will experience workplace harassment in their lifetime.

💰 The Growing Crisis

Safe Work Australia 2024 Data shows the problem is accelerating:

📉 The Complaint Gap

Victorian Public Sector Commission (VPSC) Survey Data:

This isn't just my story. This is Australia's story—and we're the worst in the world.

Part 9.5: "Even the Chaplain and Psychologist Couldn't Survive"

OzSparkHub: Your story is powerful, but you've mentioned there were others. Can you tell us about that?

Sarah: [Pauses, visibly emotional] This is what haunts me the most.

I thought I was weak. I thought, "I have 20 years of working experience—I should be tougher than this."

But then I watched what happened to others in that organization.

OzSparkHub: What do you mean?

Sarah: There was a workplace chaplain—someone literally trained to provide pastoral care, to support people through emotional and spiritual crises.

They were bullied out.

There was a psychologist—a licensed mental health professional who helped others manage trauma for a living.

They couldn't survive either.

OzSparkHub: [Shocked] The professional psychologists were bullied?

Sarah: Yes. And they left. I tried to ask for help and no response, and then I heard they were experiencing same or even worse treatment.

If people whose entire profession is emotional resilience and human compassion can't survive your workplace culture—that tells you everything about the toxicity level.

OzSparkHub: That's... staggering.

Sarah: That's when I realized: This wasn't about me being weak. This was about a culture so toxic it destroyed everyone—regardless of their training, experience, or emotional capacity.

A corporate culture that can break a chaplain and a psychologist is fundamentally broken.

The Culture Crisis

OzSparkHub: What does this say about workplace culture?

Sarah: Everything. Culture is more important than any individual's strength.

You can be the most resilient person in the world, but if you're dropped into a toxic culture with:

• Leadership that models bullying behavior
• HR that protects abusers instead of victims
• Systemic acceptance of psychological abuse
• Rewards for cruelty disguised as "tough management"

No one survives intact.

According to research from the Diversity Council Australia's 2023-24 Inclusion@Work Index, toxic workplace cultures don't just affect individual performance—they create systemic trauma that impacts entire teams, departments, and organizations.

OzSparkHub: How many others were affected at your workplace?

Sarah: I don't know the exact number. But I watched:

• A staff with a sick father get punished for asking for time-in-lieu
• A junior staff member tracked for train delays beyond her control
• The managers quietly disappear after months of increasing stress
• The psychologist give notice with no explanation
• Countless others walking on eggshells, losing their joy, their health, their sense of self

We weren't isolated cases. We were symptoms of a diseased culture.

OzSparkHub: What would you say to organizations reading this?

Sarah: If your professional support persons and psychologist—the people specifically hired to support mental and emotional wellbeing—can't survive your workplace culture...

Your problem isn't "difficult employees."

Your problem is your culture.

And culture change doesn't happen with a training video or a values poster on the wall.

It requires:

• Leadership accountability at the highest levels
• Genuine psychological safety (not just policy documents)
• HR that protects people, not power structures
• Zero tolerance for bullying—even from high performers
• Exit interviews taken seriously and acted upon

OzSparkHub: Do you think that organization has changed?

Sarah: [Long pause] I don't know. The toxic leaders left—moved on to other roles, probably leaving similar damage elsewhere.

But the systems that enabled them? The culture that allowed a chaplain and psychologist to be bullied out?

Without intentional, structural change, I doubt it.

That's why I'm speaking out. Not for revenge. But to say:

When even your mental health professionals can't survive your workplace—you have a culture crisis, not a people problem.

The PIP Weapon: When Performance Management Becomes Psychological Warfare

OzSparkHub: You mentioned Performance Improvement Plans earlier. Was this common in your workplace?

Sarah: [Takes a deep breath] This is the part that still makes me angry.

Over half the people in my department were on PIPs at the same time.

OzSparkHub: Half?

Sarah: Yes. Think about that for a moment.

If more than 50% of your workforce is simultaneously on "performance improvement" plans...

Is that a performance problem? Or is that systematic psychological warfare?

OzSparkHub: What did you observe happening to people on PIPs?

Sarah: I watched confident, competent professionals—people with years of experience, strong track records, industry expertise—get systematically broken down.

One colleague came in self-assured, proud of their work, excited about their career.

Six months later, after constant PIP meetings, nitpicking, moving goalposts, and impossible targets, they were a shell of themselves.

They'd say things like:

• "Maybe I'm just not good at anything"
• "I don't know why I ever thought I could do this job"
• "I'm probably not cut out for this industry"

OzSparkHub: These were previously confident people?

Sarah: Highly confident. Skilled. Experienced.

The PIP process wasn't designed to improve performance—it was designed to destroy self-confidence and create documented justification for termination.

The Industry Exodus No One Talks About

OzSparkHub: What happened to these people?

Sarah: Many left the industry entirely.

I can't tell you how many times I heard:

• "I'm never working in this sector again"
• "I don't care what job I get next, as long as it's not this"
• "I'd rather do anything else than stay in this industry"

Talented people. Years of specialized experience. Genuine passion for the work.

Gone.

Not just from that organization—from the entire industry.

OzSparkHub: That's a huge loss of talent and institutional knowledge.

Sarah: And it's not just the people who leave. It's the culture of silence they leave behind.

The Hidden Career Penalty: Guilt by Association

OzSparkHub: Did leaving that organization help your career?

Sarah: [Bitter laugh] You'd think so, wouldn't you?

But here's what actually happened:

After I left, I had connections reach out—former colleagues who'd moved to other organizations. They said their companies were interested in my skills and experience.

OzSparkHub: That sounds promising?

Sarah: Until they found out where I'd worked.

I had 8-9 years of senior management experience. Strong track record. Proven results.

But when potential employers heard I'd been at that organization for that long...

OzSparkHub: What happened?

Sarah: They said: "We don't want to work with anyone from there."

OzSparkHub: [Shocked] Because of the organization's reputation?

Sarah: Worse. They assumed that if I'd survived there for 8-9 years as a senior manager, I must have been part of the problem.

The logic was: "If you could work there that long, you must be one of them. You must be a bully too."

OzSparkHub: So you were punished twice—first for being bullied, then for having worked at a place known for bullying?

Sarah: Exactly. Double victimization.

First, you're abused at work. You develop PTSD. You lose your confidence. You leave broken.

Then, you discover that having that toxic workplace on your resume makes you unemployable in your industry.

Not because you did anything wrong.

But because people assume: "You survived there? You must be one of them."

OzSparkHub: That's... devastating.

Sarah: It's the hidden penalty no one talks about.

Survivors of workplace bullying don't just lose their job. They lose their career trajectory. Their professional reputation. Their industry connections.

Because toxic workplaces don't just destroy individuals—they contaminate everyone associated with them.

And the worst part? The actual bullies—the managers who created that culture—they moved on to senior roles at other organizations.

Clean resumes. Good references from each other. No consequences.

But the people they destroyed? We carry that stigma forever.

OzSparkHub: How did you overcome this?

Sarah: I had to essentially rebuild my professional identity from scratch.

I couldn't rely on my 8-9 years of management experience—it was now a liability, not an asset.

I had to find ways to demonstrate my value despite my employment history, not because of it.

It took years. And even now, I'm selective about what I share about that period of my life.

This is why so many people stay in toxic workplaces longer than they should—leaving doesn't just mean finding a new job. It means accepting that your years of experience might now be worthless in the eyes of potential employers.

The bullies win twice: once when they drive you out, and again when they poison your future prospects.

Why Sarah Finally Spoke Out

OzSparkHub: You mentioned that no one was speaking out. Can you tell us more about that?

Sarah: [Pause, choosing words carefully] When I was going through this, I looked around for voices. For people who'd survived and spoken up. For warnings about toxic workplace cultures in this sector.

There was silence.

People left quietly. They signed NDAs. They moved on. They didn't want to "burn bridges" or "damage their reputation."

And I understand that—I really do. When you're traumatized and exhausted, the last thing you want is to relive it publicly.

But that silence has a cost.

OzSparkHub: What cost?

Sarah: Every person who stays silent allows the cycle to continue.

New graduates join these organizations excited about their careers. They think, "This is a great opportunity!"

They have no idea what they're walking into.

No one warned them. No one spoke up. No one said, "This culture will break you."

OzSparkHub: Is that why you agreed to this interview?

Sarah: [Nods] Yes.

After I left, I kept thinking: Someone needs to say something. Someone needs to try.

I know I might not succeed. I know this interview might change nothing.

I know the organization might not care. The industry might not listen. The toxic leaders might move on to destroy other teams.

But at least someone tried.

At least there's a record now. At least when the next person googles "toxic workplace culture Australia" or "workplace bullying recovery," they'll find this.

They'll know:

• You're not alone
• You're not crazy
• You're not weak
• It's the culture, not you

And maybe—just maybe—they'll leave sooner. Protect themselves better. Recover faster.

The Cost of Silence vs. The Power of Speaking Up

OzSparkHub: What would you say to others who are afraid to speak up?

Sarah: I get it. I was terrified to do this interview.

I worried about:

• "What if they sue me?"
• "What if no one believes me?"
• "What if this damages my career?"
• "What if I'm just being too sensitive?"

But then I thought about:

• The chaplain who left in silence
• The psychologist who gave no explanation
• The dozens of colleagues who said "never again" and disappeared
• The new graduates who'll walk into this unknowingly

Someone has to break the silence.

Not for revenge. Not to "name and shame." But to protect future victims.

OzSparkHub: What's your message to organizations with toxic cultures?

Sarah: If over half your team is on PIPs at the same time...

If your chaplain and psychologist can't survive your culture...

If people are leaving and saying "I'll never work in this industry again"...

You don't have a performance problem. You have a culture crisis.

And it won't fix itself with:

• ❌ Another training module
• ❌ A new values statement
• ❌ A wellbeing app subscription
• ❌ Pizza Fridays

It requires:

• ✅ Leadership accountability
• ✅ Removing toxic managers (even if they "get results")
• ✅ Restructuring HR to protect people, not power
• ✅ Independent culture audits with real consequences
• ✅ Exit interviews taken seriously and acted upon

OzSparkHub: Do you think they'll change?

Sarah: [Sad smile] Probably not. Not unless forced to by public pressure, legal action, or mass exodus.

But that's exactly why speaking up matters.

Silence protects abusers. Truth protects future victims.

Part 10: Warning Signs You're Being Bullied

OzSparkHub: What would you tell someone who's not sure if they're being bullied?

Sarah: According to WorkSafe Victoria, workplace bullying includes:

✅ Repeated Unreasonable Behavior

• Constantly changing requirements or goalposts
• Setting impossible deadlines or contradictory expectations
• Excessive monitoring and micromanagement
• Persistent criticism regardless of actual performance

✅ Psychological Abuse

• Public humiliation or demeaning language
• Insulting comments disguised as "feedback"
• Threats or intimidation
• Isolating you from team activities or information

✅ Organizational Complicity

• HR protecting the bully instead of you
• Selective enforcement of policies
• Gaslighting through process ("You're too sensitive")
• Creating paper trails to justify termination

Sarah: If you're reading this and thinking "That sounds like my workplace"—trust your instincts. You're not imagining it.

Part 11: The Questions Sarah Gets Asked Most

OzSparkHub: When you share your story, what do people ask?

"How do you know it was bullying and not just tough management?"

Sarah: Tough management provides specific, actionable feedback aimed at improving performance. It's consistent and stops when performance improves.

Bullying gives vague, demoralizing criticism aimed at control and destabilization. It's targeted, continues regardless of performance, and violates dignity.

"Why didn't you just quit immediately?"

Sarah: Trauma response isn't just "fight or flight"—it's fight, flight, freeze, or fawn.

I froze. Then I fawned (tried desperately to please). Eventually I fought (filed complaints). Finally I prepared to fly (job search).

All responses are valid survival strategies. Don't judge yourself for not leaving immediately.

"Aren't you worried they'll sue you?"

Sarah: Everything I've shared is my lived experience, backed by documentation, with all identifying details removed. Truth is a defense.

More importantly—silence protects abusers. Truth protects future victims.

"Do you forgive them?"

Sarah: I don't hate them. I don't forgive them. I just... release them from my story.

They don't get space in my head anymore.

Part 12: Where Sarah Is Now

OzSparkHub: Five years later, how are you doing?

Sarah: Professionally, I'm thriving. I rebuilt my career using my data analytics expertise. I created tools that help jobseekers and workers understand their market value and rights. I'm using my experience to help others.

Mentally, I still have PTSD triggers. But I manage them now. I trust my instincts again. I can recognize toxic patterns early and protect myself.

OzSparkHub: What's your message to others going through this?

Sarah: Three things:

First: You're not alone. 30% of workers in high-pressure industries experience what you're experiencing.

Second: You're not weak. Workplace trauma is real, and PTSD from psychological abuse is as valid as combat PTSD.

Third: You will survive this. Not because it's easy or fair, but because you're stronger than you know.

And when you do, you'll realize: They tried to break you. But you're still here.

Part 13: The Recovery Framework That Helped

OzSparkHub: You mentioned a structured recovery program. Can you share more details?

Sarah: I wish I'd found this framework earlier. It's specifically designed for Australian workers recovering from workplace bullying and trauma.

The Workplace Resilience 14-Day Framework

Week 1: Foundation & Recognition

• Evidence-based cognitive reframing tools
• Trauma-informed mindfulness practices (not generic apps)
• Self-assessment to identify real strengths vs. internalized narratives
• Understanding the psychology of workplace abuse

Week 2: Practical Application & Recovery

• Australian workplace rights and culture guide
• Communication templates for difficult conversations
• Energy management and boundary-setting strategies
• Documentation and safety planning frameworks

OzSparkHub: Why does this work when other approaches don't?

Sarah: Because it's:

• Evidence-based - Developed with licensed psychologists
• Australia-specific - Addresses local workplace culture and legal frameworks
• Trauma-informed - Recognizes that workplace PTSD is real and requires specialized support
• Structured - Not random advice, but a clear roadmap from survival to thriving

OzSparkHub: Where can people access this?

Sarah: There's a comprehensive program called the Workplace Resilience 14-Day Pack developed specifically for this. It includes all the tools I used, plus additional resources.

Learn more about the Workplace Resilience 14-Day Pack →

Part 14: Your Action Plan If You're Being Bullied Now

Sarah: If you're experiencing workplace bullying right now, here's what I wish I'd done:

📝 Step 1: Document Everything (Start Today)

• Save all emails (including those you've deleted if possible)
• Keep a daily journal with dates, times, witnesses
• Record the impact on your health and performance
• Store documentation outside of work systems

🛡️ Step 2: Build Your Support System (Week 1-2)

• Find a trauma-informed therapist
• Connect with trusted friends/family
• Join workplace bullying support groups
• Consider legal consultation

🔍 Step 3: Understand Your Rights (Week 2)

• Research Australian workplace law
• Review your employment contract
• Understand Fair Work protections
• Document your employer's own policies

💪 Step 4: Start Recovery (Week 2-4)

• Begin a structured recovery program
• Practice trauma-informed self-care
• Rebuild professional confidence
• Create an exit strategy (even if you're not ready to use it)

🚪 Step 5: Make Your Decision (When Ready)

• Stay and document (if psychologically safe)
• File formal complaint (if you have the energy)
• Seek internal transfer (if possible)
• Leave strategically (prioritize your mental health)

Remember: Your health is not negotiable.

Part 15: Warning Signs You Need Help NOW

Sarah: Please seek professional support immediately if you're experiencing:

🚨 Physical Symptoms

• Panic attacks before or during work
• Insomnia or nightmares about work
• Physical reactions to workplace triggers (shaking, nausea, chest pain)
• Chronic stress-related illness

🚨 Psychological Symptoms

• Constant anxiety or dread about work
• Depression or suicidal thoughts
• Severe loss of confidence
• Feeling worthless or incompetent

🚨 Behavioral Changes

• Withdrawing from relationships
• Using alcohol or substances to cope
• Unable to concentrate or make decisions
• Avoiding all work-related situations

Australian Crisis Support

• Lifeline Australia: 13 11 14 - www.lifeline.org.au
• Beyond Blue: 1300 22 4636 - www.beyondblue.org.au
• 1800RESPECT: 1800 737 732 - www.1800respect.org.au
• Fair Work Ombudsman: 13 13 94 - www.fairwork.gov.au

Final Thoughts from Sarah

OzSparkHub: Any final message for readers?

Sarah: To everyone who's been bullied at work—

You are not alone. According to the 2024 Lloyd's Register Foundation World Risk Poll, 47.9% of Australians—nearly 1 in 2—experience workplace harassment in their lifetime. Australia is ranked #1 worst globally for workplace bullying.

You are not weak. Workplace trauma is real. PTSD from psychological abuse is as valid as combat PTSD. Safe Work Australia 2024 data shows mental health claims have increased 97.3% over 10 years—this is a systemic crisis, not a personal failing.

You are not crazy. Gaslighting makes you doubt your reality, but your feelings are valid. The median compensation for mental health workplace claims is $67,400—four times higher than physical injuries—because the damage is real and severe.

You will survive this. Not because it's easy. Not because it's fair. But because you're stronger than you know.

And when you do, you'll realize something powerful:

They tried to break you. But you're still here.

[Sarah pauses, then smiles—a genuine smile, the first I've seen during our interview]

That makes you extraordinary.

🦊 Resources for Your Recovery Journey

Workplace Resilience 14-Day Pack

The evidence-based recovery framework Sarah used, specifically designed for Australian workers recovering from workplace bullying and trauma.

What's Included:

• ✅ Cognitive reframing tools for challenging bullying narratives
• ✅ Trauma-informed mindfulness practices
• ✅ Australian workplace rights and culture guide
• ✅ Communication templates and scripts
• ✅ Energy management and boundary-setting strategies
• ✅ Progress tracking and self-assessment tools
• ✅ Lifetime updates and community support

Special Launch Pricing:

• Regular Price: $149
• Launch Price: $79 (Save 47%!)

Start Your Recovery Journey →

14-day money-back guarantee. No questions asked.

Related Articles from OzSparkHub

Understanding Workplace Bullying

• Why Workplace Bullying Hits Hard in Australian Industries - OzSparkHub investigation with statistics and analysis

Mental Health Support

• Burnout is Not Weakness - Another personal story from our community
• From Burnout to Breakthrough: Rebuilding After Rejection
• The Helper's Burnout Crisis

Free Assessment Tools

• Mental Health Assessment Hub - Free screening tools
• Rage Quit Quiz - Should you stay or go?
• What's My Worth? - Know your market value

⚠️ Important Disclaimer

This article contains a real interview conducted by OzSparkHub, but names and identifying details have been changed to protect the interviewee's privacy. The story shared is one person's lived experience and is not intended as professional legal or medical advice.

This content is not a substitute for professional mental health treatment.

If you're experiencing severe anxiety, depression, or suicidal thoughts, please contact crisis services immediately:

• Lifeline: 13 11 14
• Beyond Blue: 1300 22 4636
• Emergency: 000
• Your GP for a Mental Health Care Plan

All workplace bullying statistics cited are from publicly available Australian government and research sources, including Safe Work Australia, the Victorian Public Sector Commission, and the Productivity Commission.

This interview was conducted by OzSparkHub in October 2025 as part of our ongoing investigation into workplace mental health and bullying in Australian industries.

If you have a workplace bullying story to share, please contact us at [email protected]. All stories are treated with strict confidentiality.

Last updated: October 21, 2025