How to Survive a Toxic Work Environment in Early Childhood Settings

Toxic environments in early learning services can manifest as gossip, micromanagement, inconsistent policies, emotional invalidation, or even bullying. These psychosocial hazards are not just unpleasant—they’re legally and ethically significant under Work Health and Safety laws.

Recognise the Red Flags

Toxicity often hides behind “busy culture” or “high standards.” Watch for:

Constant negativity or passive-aggressive behaviour
Unequal workload distribution or role ambiguity
Lack of support from leadership or peers
Emotional manipulation or gaslighting
Breaches of confidentiality or professional boundaries

These aren’t just personality clashes—they’re systemic issues that can lead to burnout, anxiety, and moral injury.

Protect Your Emotional Safety

Document everything: Keep a private log of incidents, dates, and impacts.
Set boundaries: Politely but firmly decline gossip or unsafe practices.
Use restorative scripts: “I’m not comfortable with that tone. Can we revisit this respectfully?” “I’d like to clarify my role so I can support the team effectively.”

Restorative Script Examples for Toxic Work Environments

When Facing Passive-Aggression or Dismissiveness

“I noticed that my input wasn’t acknowledged. Can we revisit that together?”
“I’m sensing some tension—can we pause and check in before continuing?”
“I want to make sure I’m understanding you clearly. Can we slow this down?”

When Roles or Expectations Are Unclear

“I’d appreciate some clarity around my responsibilities so I can contribute effectively.”
“Can we revisit the task allocation to ensure it’s fair and manageable for everyone?”
“I’m feeling stretched—can we discuss how to balance this workload?”

When Boundaries Are Crossed

“I value respectful communication. That comment felt personal—can we reframe it?”
“I’m not okay with being spoken to that way. Let’s take a moment and reset.”
“I’m here to collaborate, not compete. Can we focus on shared goals?”

When Seeking Repair or Resolution

“I’d like to understand your perspective better—can we talk when you’re ready?”
“I know we’re both under pressure. Can we find a way forward that feels fair?”
“Let’s name what’s not working and co-create a solution. I’m open to ideas.”

When Advocating for Emotional Safety

“I’m committed to a safe and supportive environment. Can we reflect on how this impacts the team?”
“I’m noticing a pattern that’s affecting morale

Know Your Rights

Under WHS legislation, employers must manage psychosocial risks. You have the right to:

A psychologically safe workplace
Clear role expectations
Fair treatment and procedural justice
Access to grievance procedures and external support

If needed, seek advice from Fair Work, your union, or a trusted compliance advocate.

Build Your Support Network

Connect with emotionally intelligent colleagues or sector groups
Seek mentoring or supervision outside your service
Use reflective practice to process and reframe experiences

Reclaim Your Purpose

Toxicity can erode your sense of worth. Reconnect with:

Child voice and wellbeing—your core reason for being
Creative documentation, advocacy, or restorative resource design
Sector wins and uplifting stories that remind you of your impact

Plan Your Exit (If Needed)

Sometimes, survival means moving on. If the environment is unsafe and unchanging:

Update your CV and capability statement
Reach out to preferred supplier programs or sector networks
Leave with dignity, knowing you upheld your values

You deserve a workplace that reflects the care you give to children. Surviving toxicity isn’t weakness—it’s wisdom. And transforming it, when possible, is leadership.