Supervisor Doesn’t Believe His Back Injury? He Sends Proof That Costs Her Her Job

We’ve all had those supervisors who seem to think they can micromanage every aspect of our lives, even our health.

For one employee, a workplace injury became the tipping point when his supervisor refused to believe him and demanded proof of the accident.

What was supposed to be a simple recovery turned into an opportunity for some well-executed retaliation, leaving the supervisor facing the consequences of her disbelief.

Sometimes, standing up for yourself isn’t just about getting what you’re owed…

From the expert’s perspective, the individual’s account reflects a situation in which a remote‑work injury occurred in the course of employment, and the employer retained critical responsibilities.

The injuries happened while he was actively working from home; the chair broke during note‑taking, causing visible back trauma and shirt damage.

He reported the incident immediately to his supervisor, sought emergency medical attention, documented the evidence (photos, texts, broken equipment) and escalated to HR. These are strong steps when a home‑office injury arises.

According to the Occupational Safety and Health Administration (OSHA), injuries and illnesses that occur while an employee is working from home are considered work‑related if the incident happens while the employee is performing work for pay, and the injury is directly related to the performance of work rather than the general home environment.

Moreover, OSHA states that employers must provide a workplace free from recognized hazards, even when the “workplace” is the employee’s home.

While OSHA will not inspect typical home offices and does not expect employers to routinely inspect remote workers’ homes, the employer is still responsible for any hazards caused by materials, equipment or work processes it provides or requires for use.

In other words, yes, a remote‑work injury can fall under the employer’s obligations.

In this case, the expert interprets that the individual acted appropriately: he documented the event, reported it, sought medical care, and preserved evidence, actions which strengthen both a workers’‑compensation claim and internal employer responses.

His employer reimbursing his medical bills, furnishing a replacement chair and adjusting his team assignment suggests the employer recognized the event’s legitimacy.

The expert advises that the individual continue preserving documentation of communications and medical follow‑up.

It may also be worthwhile to review the company’s remote‑work policy, ergonomic guidance and workers’ compensation procedures to ensure all protocols were followed.

If any doubt arises, legal consultation could clarify state‑specific rights and obligations.

These are the responses from Reddit users:

These commenters stood firmly behind the OP, pointing out that a professional company would have handled the situation with empathy.

These users noted that not all companies are as heartless as the one in this story.

This group echoed the frustration with the company’s lack of attention to ergonomic office furniture.

These commenters offered some personal stories and practical advice.

These users sympathized with the OP’s pain and shared their own experiences, calling out the supervisor for their lack of empathy.

Sometimes, standing up for yourself takes more than words, it takes action. In this situation, the OP was wronged, but instead of backing down, they turned the tables with proof and persistence.

Many readers applauded their decision to keep detailed evidence and take the necessary steps to protect themselves. But do you think the supervisor’s termination was justified, or was this an overreaction to a simple mistake?

Drop your thoughts below, this one’s all about setting boundaries and holding people accountable!