Jane Was Written Up for ‘Rolling Her Eyes’ — Her Story Highlights Rising Workplace Bullying Claims

Introduction
Jane* says she endured months of alleged bullying from her manager before she was formally written up for “rolling her eyes.” For her, it was the breaking point. Stories like Jane’s reflect a troubling rise in workplace bullying and harassment claims across Australia, which experts warn are leaving long-term scars on workers.

Jane’s Story
After tolerating what she describes as passive aggression and disparaging comments, Jane says she discovered her manager was posting TikTok videos making thinly veiled remarks about her. When she reported it, management told her nothing could be done because she wasn’t named directly.

The ordeal culminated when her manager — who later resigned — filed a complaint about Jane allegedly “rolling her eyes.” She was issued a formal warning, later revoked, but the damage was done. Jane was diagnosed with acute stress syndrome and forced to take time off.

“I’ve just done everything for this company, I’ve dealt with this bullying … I don’t know what to do,” she said, describing her first-ever panic attack.

National Trends in Bullying Claims
New Allianz data shows workplace bullying and harassment remains the leading cause of psychological distress claims in Australia:

• 42% of active claims in 2024 were linked to bullying/harassment (up from 39% in 2023).
• Nearly two in three claimants were women, the highest proportion in five years.
• Aussies aged 50–60 recorded the highest proportion of claims overall.
• Millennials saw the largest spike in claims compared to previous years.

Allianz’s Brianna Cattanach said workers are increasingly recognising both overt bullying and more subtle harms such as microaggressions and inappropriate management practices.

“People are identifying a broader range of behaviours that cause psychological harm … beyond the traditional view of overt bullying,” she explained.

Modern Forms of Harassment
Experts also point to bullying spilling into digital spaces. Social media platforms, like in Jane’s case, are being used to target employees outside of work hours, further blurring the boundaries of workplace conduct.

This aligns with claims highlighting:

• Relationship breakdowns between staff and managers.
• Poorly executed performance feedback processes.
• A culture of unchecked incivility or intimidation.

Global and Local Context
Australia ranks among the worst countries globally for workplace bullying, according to a 2021 World Risk Poll, with nearly one in two workers reporting they have been bullied, harassed, or exposed to inappropriate behaviour at some point in their career.

The consequences can be long-lasting: PTSD, depression, anxiety, and fractured trust in colleagues or management. Jane says even in a new role, she remains anxious when dealing with upper management.

“It damaged my trust … not being able to trust your co-workers or management to protect you against psychological things, because it’s not as easy to prove as physical,” she admitted.

Support and Advice
Psychological distress claims can entitle workers to:

• Access to treatment and counselling.
• Support services and mediation to rebuild workplace relationships.
• Compensation for the harm suffered.

Jane chose not to escalate her case further but urges other Australians to “document everything” and know their contracts and complaints processes:
“Even if you think you’ll never need them.”

Conclusion
Jane’s experience underscores a larger cultural and legal challenge: how to protect employees from bullying that is subtle, digital, or managerial in nature. As claims rise, so too does the need for employers to create psychologically safe workplaces where trust, fairness, and accountability are the norm.