Workplace trauma refers to psychological harm arising from experiences connected to work. For some organisations, this follows a serious or unexpected incident. For others, trauma exposure is an ongoing feature of particular roles.
In organisational terms, workplace trauma refers to psychological harm arising from work-related exposure to distressing or overwhelming experiences, whether through a single incident or repeated contact over time.
This guidance is written for employers, HR leaders, and managers responsible for psychological safety at work. Mynurva works with organisations where psychological risk is real, complex, and cannot be addressed through generic wellbeing initiatives alone. This section brings together our guidance on understanding, managing, and responding to workplace trauma responsibly.
Understanding workplace trauma in organisational contexts
In an employment context, trauma is not limited to extreme or rare events. It can arise from direct exposure to accidents, violence, or sudden loss, as well as from repeated engagement with distressing material, safeguarding responsibilities, or the suffering of others.
The impact of trauma varies significantly between individuals and situations. What matters for employers is not predicting who will be affected, but understanding when exposure creates risk and how responsibility should be exercised.
Workplace trauma is therefore both a human issue and an organisational one. It sits at the intersection of duty of care, psychological safety, and workforce sustainability.
Different trauma contexts require different responses
A common challenge for employers is knowing how to respond appropriately in different situations.
In some cases, trauma arises from a specific incident, prompting questions about responsibility, timing, and professional support. In other cases, trauma exposure is built into the role itself, requiring ongoing structures rather than one-off responses.
There are also situations where organisations act with good intentions but rely on approaches that are not designed for trauma-specific needs, increasing risk despite best efforts.
Understanding these distinctions is essential to effective support.
Explore our guidance on workplace trauma
The pages below address different aspects of workplace trauma, depending on the context of exposure and the decisions employers need to make.
Supporting employees exposed to trauma at work
This page focuses on employer responsibility when employees are exposed to traumatic experiences through their work. It explores duty of care, appropriate responses, and how organisations can support staff without overstepping professional boundaries.
Primary focus: responsibility and response after exposure.
Trauma in high-risk roles: managing ongoing and cumulative exposure at work
This page addresses roles where exposure to trauma is a foreseeable and ongoing part of the work. It explores cumulative and secondary trauma, the limits of resilience-based approaches, and how employers can sustain psychological safety over time.
Primary focus: ongoing exposure and structural support.
Common mistakes in responding to workplace trauma
This page examines where organisational responses often fall short, despite good intentions. It highlights common pitfalls such as over-reliance on generic support, placing responsibility on managers, and withdrawing support too early.
Primary focus: learning from experience and avoiding avoidable risk.
How Mynurva approaches workplace trauma
Mynurva works with organisations that recognise the seriousness of workplace trauma and want to respond responsibly.
Our work is grounded in trauma-informed practice and clinical governance. We support employers to navigate complex situations with clarity, helping them balance care for individuals with organisational responsibility and clear professional boundaries.
We do not treat workplace trauma as a wellbeing trend. We treat it as a workplace risk that requires informed, proportionate, and ethical responses.
Choosing the right starting point
If your organisation is responding to a specific incident or recent exposure, begin with guidance on employer responsibility and appropriate support.
If trauma exposure is part of the work itself, explore guidance on high-risk roles and cumulative exposure.
If you are reviewing or reflecting on past responses, understanding common mistakes can help clarify what to do differently going forward.
What this means for employers
Effective responses to workplace trauma begin with understanding the context of exposure and choosing support that is appropriate, proportionate, and sustained.
Clarity about responsibility and response reduces risk and supports safer, more resilient organisations over time.
A considered next step
If workplace trauma is a live or emerging issue for your organisation, an informed conversation can help clarify responsibilities and appropriate options.
Understanding the context is often the first step in responding well.