When Something at Work Feels Wrong and No One Listens
Many people get in touch with us after months of trying to hold things together at work. They tell us they started their job feeling hopeful and supported, and for a while everything seemed steady. Then something shifted. Sometimes it begins with a visitor or a colleague whose behaviour feels a little too familiar, a little too intrusive or simply unsettling. At first it is easy to brush it aside, because you want to believe it is nothing. But over time those moments build up, and the weight of it becomes hard to ignore.
One person we recently spoke with shared that a visitor in their workplace would stare for too long or stand too close or ask questions that felt deeply personal. They kept trying to get through the day, hoping things would settle, until they reached a point where they could not pretend everything was normal anymore. They gathered their confidence and raised it with their manager, only to be told they were overthinking it. Instead of feeling supported, they felt dismissed. And once that happened, everything in the workplace began to shift.
Their hours were questioned even when they were physically present. They worked weekend after weekend without extra pay. They kept time logs, screenshots and notes to explain what happened, but still felt unheard. By the time they eventually left their job, they were exhausted, anxious and unsure of what counted as a workplace issue and what did not. They did not want conflict. They simply wanted their experience to be acknowledged and handled properly so the next person would not go through the same thing.
Many people tell us that they only think about reaching out for support once the situation at work already feels heavy. Still, you do not need to wait for something to fall apart before speaking with someone who can offer calm and steady help. Sometimes, a quiet conversation with an employment lawyer or a legal expert can give you the clarity you have been looking for, especially when you feel unsure about what your rights are or what your next step should be. It can be reassuring to understand that there are simple rules that exist to protect your emotional wellbeing at work.
Here are a few gentle truths that often help people make sense of what they are experiencing:
You are allowed to feel uncomfortable when someone’s behaviour feels intrusive or unsafe.
You are allowed to keep notes, screenshots and time logs if something has happened more than once.
You are allowed to ask questions about your hours, workload and treatment.
You are allowed to seek legal guidance outside your workplace even if you are not ready to take formal action.
Your employer is expected to handle your concerns with care, not dismissiveness.
“Australian laws do offer protection, even though it is not always spoken about clearly. ”
The Fair Work Act sets out expectations around reasonable hours and safe treatment. Work Health and Safety rules require employers to keep workplaces safe for your emotional wellbeing as well as your physical safety.
The Sex Discrimination Act protects you from unwanted or intrusive behaviour that leaves you feeling intimidated or uncomfortable. These obligations apply even when the behaviour comes from someone who is not technically part of the staff.
And perhaps most importantly, employers are expected to respond to concerns with care and seriousness.
If something at work has been sitting in the back of your mind, keeping you awake at night or making you dread the next week, it might be worth talking to someone who can help you understand what is happening and whether it falls under any of these protections. You deserve a workplace where you feel safe, respected and heard, and you deserve support if that has not been your experience.
If you’re ready for a gentle first step
We are here to help you make sense of what is happening at work and understand your options in a calm and supportive way. Call 1300 804 195 or email info@connectedlegal.com.au any time you are ready.
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The content given herein is provided for information purposes only. It is general in nature and does not constitute legal advice and should not be used as such. Formal legal advice should be sought in particular matters.
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