The System Failed Me: A Story of Workplace Betrayal and Mental Health Dismissal
Lukasz ‘H’ Mariusz K.
Logistics Specialist | 15+ Years Experience | Mental Health Advocate | Warehouse & Care Home Assistant Roles
Unfair Dismissal – Just One Week Ago
A week ago, I was unfairly dismissed from my job. I had a team manager who didn’t understand my challenges and, instead of supporting me, chose to focus on my mistakes. The mental health struggles I was facing were dismissed, and ultimately, I was left without the support I needed to succeed.
After stepping back and reflecting, I can see clearly now: minor mistakes were exaggerated and turned into major issues, while my mental health—along with my undiagnosed ADHD linked to hyperactivity—was simply brushed under the carpet.
I was told that I “talk too much with people,” but the truth is, I asked my coworkers for support and help. I also laughed and made jokes with my friends at work. That’s part of what makes a team stronger—shared moments of joy and genuine connections. Yet, instead of embracing this, my manager rejected me, excluded me, and made it clear that I wasn’t meant to stay.
How Small Mistakes Became Big Issues
This wasn’t about performance. This was about assumptions and bias.
? Minor mistakes that should have been small learning moments were exaggerated into major infractions.
? My manager, who rarely observed me directly, created assumptions from a distance—judging me based on perception rather than reality.
? He accused me of being “constantly on my phone” when, in fact, I wasn’t.
? What he saw from across the room was just me wearing my AirPods Pro—a single earbud that I used to help me focus.
Due to my hyperactivity, using my headset became an essential tool in navigating my daily tasks efficiently. It wasn’t just a matter of convenience—it was a necessity that allowed me to manage mental overload and maintain productivity. By seamlessly switching between platforms, whether it was a podcast, music, a book, or an audiobook, I could regulate my focus and complete my work to the best of my ability without feeling overwhelmed by external distractions.
However, I wasn’t the only one relying on such devices. In many ways, workplaces today resemble scenes from a futuristic movie, with employees looking like high-tech agents, sporting Bluetooth earpieces and wireless headsets. The strangest part, though, was how some people seemed completely absorbed in their devices. I noticed colleagues constantly talking to their phones, seemingly lost in their own digital worlds. Others, particularly some women, wore both AirPods at once, which raised concerns for me—not just about their ability to interact with colleagues but also about basic health and safety measures. In the event of a fire, an emergency, or even a simple request for assistance, these individuals might not hear critical instructions or warnings. While technology can enhance efficiency, I couldn’t help but question whether some people were prioritizing convenience over workplace safety and awareness.
I wasn’t alone—many coworkers looked like futuristic agents with Bluetooth earpieces. Some talked to their phones nonstop, others wore both AirPods, ignoring safety risks. In an emergency, they might not hear warnings. Tech boosts efficiency, but not at the cost of awareness.
This was never about performance. It was about misunderstanding neurodiversity. Instead of supporting me, he looked for ways to push me out.
A Workplace That Judged Instead of Supporting
Instead of seeing my strengths and efforts, my manager:
? Expanded minor mistakes into “big problems.”
? Ignored the fact that I was actively seeking support.
? Misjudged my focus tools as distractions.
? Chose to exclude me rather than integrate me into the team.
This is not how a workplace should treat its employees. This is what happens when leaders lack understanding and empathy for those with different working styles and mental health challenges.
The Bigger Picture: Why This Matters
This isn’t just my story—it’s a common reality for neurodivergent individuals and those struggling with mental health. Too often, we are:
? Misunderstood for using tools that help us focus.
? Judged for working differently instead of being supported.
? Excluded rather than integrated into teams.
This is why mental health conversations in the workplace need to change. People should be accepted, not punished, for the way they work best.
If you’ve experienced this kind of treatment, know this: you are not alone. And no matter what they do to hold you back, you deserve better.
This isn’t just unfair—it’s discrimination.
The Medical Correspondence That Was Ignored
In an effort to provide clarity on my condition, my doctor sent an official letter explaining the challenges I was facing and how they impacted my performance.
Letter from My Doctor:
To whom this may concern,
Mr Kludczynski has been coming to our surgery consistently for the last couple of years due to his mental health, he has been on medication now for almost a year in regard to the state of his MH, he engages very well with our MH nurses that provide him with counselling and CBT. Mid-June he was assessed for potential ADHD which was relatively positive, he is currently under referral to those services but due to the waiting time he has not been seen yet. As I understand he is facing some issues from work in relation to his ADHD/Depression and wanted a letter from the GP which I am very happy to provide as he has been coming trying and engaging. He is currently not receiving meds for ADHD due to awaiting formal medical assessment which might take some time due to an ever-growing waiting period.
As I understand he has unfortunately lost his job due to his mental health/ADHD and I hope this letter can be proof of his engagement with the surgery and for work to understand he is currently on a waiting list to better his MH and life.
Despite this professional medical insight, the response I received from my top manager was dismissive and devoid of any genuine attempt to support me.
Response from My Top Manager:
“I understand that you have disclosed an underlying medical condition, which you mentioned was currently undiagnosed. Please know that this information was not dismissed but acknowledged, which is partly behind the reasoning to extend your probationary period, rather than end the probation sooner due to your poor performance.
I recognize that this is a challenging situation for you. However, I must reiterate that, as stated in your probationary termination letter, the decision was not influenced by any knowledge of an underlying health concern. The termination was directly related to your performance, procedural errors, and time and attendance issues, which were simply at unsustainable levels for the Company to continue managing.“
So, in short: My medical struggles were acknowledged—but ignored.? The system failed me when I needed support the most. Instead of providing accommodations, I was punished. Instead of listening to the professional insight of my doctor, my concerns were dismissed under the guise of “performance issues.” Instead of understanding the barriers I faced, they extended my probation to make me feel like I had a chance—only to terminate me in the end.
The Real Voices: Roxanne Emery, Richard Pink & ADHD Advocacy
There has been some confusion about the names mentioned earlier, so let me clarify:
? Roxanne Emery and Richard Pink are authors of the book “Small Talk“, which explores human interaction and mental health. Their work provides insight into communication, empathy, and the stigma that neurodivergent individuals—especially those with ADHD—often face.
? Tanya Bardsley is a celebrity known for her work in mental health advocacy. She was diagnosed with ADHD just before turning 40 and shared her experience in the program Me and ADHD.
? Sam Thompson is another public figure who has opened up about his ADHD journey. His documentary, Is This ADHD?, explores the struggles of inattention, disorganization, and hyperactivity that he has faced throughout his life.
A Workplace That Preached Mental Health but Ignored It in Practice
This situation is part of a larger issue: workplaces that claim to care about mental health but fail to provide real support.
The Bigger Conversation: Mental Health & Workplace Discrimination
The message needs to be clear: no one should be left behind and if you’ve experienced this kind of discrimination, know this: you are not alone. And no matter what they do to hold you back, they cannot stop you from rising.