PTSD in the Workplace: A Topic We Can’t Keep Ignoring

When people bring up mental health at work, we hear the same terms on repeat. Stress. Burnout. Anxiety. All real issues, sure. But PTSD? That one rarely gets mentioned. Which is strange, because it can affect how someone shows up every single day.

Most of us grew up hearing PTSD linked with war veterans but that’s not the full story. Trauma doesn’t always look like a battlefield. It can be a car crash. A violent assault. A natural disaster. Or the kind of slow, grinding pain that comes from bullying or harassment on the job. And trauma doesn’t always politely stay in the past—it can linger. It can show up in meetings, in emails, in the way someone relates to their team.

What is PTSD

PTSD or Post-Traumatic Stress Disorder, in plain language, is when your mind and body don’t go back to normal after a traumatic event. Some people replay the moment in flashbacks or nightmares. Others stay on edge all the time, as if danger were just around the corner. Focus drifts. Sleep suffers. Small reminders—a sound, a place, even a smell—can drag the person right back!

Of course, most people who experience trauma do not end up with PTSD. But those who do often live with its weight for years. And they still have jobs to do, families to support, lives to live.

What It Looks Like on the Job

PTSD doesn’t wear a label. At work, it might look like someone zoning out during a meeting, or snapping at small things. I know of someone who skipped every team lunch. People gossiped that he wasn’t a “team player.” Later they learned that big groups made him panic.

It could also show up as trouble meeting deadlines, or the need to take time away after a trigger. From the outside, it’s easy to think the person is lazy, distracted, or just “difficult.” Inside, they’re managing a storm most of us can’t see.

Why Workplaces Should Pay Attention

There’s a practical reason for this. When PTSD is ignored, morale suffers. Productivity drops. Teams fracture. And turnover gets expensive.

There’s also a legal duty of care. In many countries, employers are expected to keep workers safe not just physically, but psychologically. A workplace isn’t truly safe if people are breaking down inside its walls.

What Support Can Look Like

Here’s the good news: support doesn’t need to be complicated. Small steps count.

Make mental health normal. If people can talk without stigma, they’re more likely to ask for help.

Offer flexibility where possible. A quieter spot, flexible hours, or adjusted workloads can be a lifeline.

Point to existing resources. Counseling, EAPs, peer support—make sure staff know these exist.

Train your leaders. A manager who listens with empathy instead of judgment changes everything. They set the tone for a psychologically safe, trauma-informed workplace.

None of this is “special treatment.” It’s about creating conditions where people can do their jobs without carrying the extra weight alone.

For Individuals Living With PTSD

If you’re the one dealing with PTSD, you need to hear this: you’re not broken. And you’re definitely not alone.

Coaching, therapy or counseling can make the load lighter. Peer groups can help too. On a personal level, routines and grounding exercises bring stability. Talking to HR or a trusted manager might feel risky, but it can also open doors to support you didn’t know was there.

Final Word

PTSD doesn’t always show on the surface. But invisible doesn’t mean unreal. And because we spend so much time at work, the workplace plays a huge role in either adding pressure or in offering relief.

Compassion, awareness, and a few thoughtful adjustments are all it takes to make a difference. With the right support, people with PTSD don’t just survive their jobs. They can thrive. Recovery is not just possible but probable. Growth is achievable. And no one needs to go through it in silence.