Online clip of ‘inhumane’ boss denying morning-off for sick child prompts workplace debate

An online clip highlighting a tense morning exchange between a mother and her boss has renewed debate about how employers handle caregiving in the workplace.

According to the TikTok post, the mother texted in the morning that her son had been unwell overnight with a high fever, and that leave had already been approved by another manager. The boss’s reply was blunt: “That’s really not ideal. You know what we’re up against this week, can’t someone else handle it?” The employee answered, “No, sorry, there’s no one else that can do it.” The manager then approved the absence but added a caveat: “don’t take too long” because “we need you on this project.”

The exchange was highlighted on TikTok by career expert Ben Askins, who frequently spotlights problematic behavior by bosses online. In the accompanying video, Askins criticized the manager’s approach, noting the stress a parent faces when a child is seriously ill and arguing that the reality isn’t a choice between personal and professional obligations, but a balancing act that many workers perform under pressure. He said the mother “has to take him to the hospital,” and that it’s unreasonable to expect her to prioritize work over a child in a medical emergency.

Reaction to the clip online skewed in the mother’s favor. Commenters described some bosses as “inhumane” and questioned why employers would pressure workers who are trying to care for a sick child. One commenter framed it as a broader issue: “Some bosses are inhumane, and their actions prove it. And they wonder why it’s hard to keep workers.” Others shared their own horror stories, including a person who was sick and vomiting during a call and later heard that the weekend staff were criticized for not stepping up, or a memory from the 1970s when a worker was dismissed for taking a hospital visit for a family member. The thread also featured more cautious takes, with some arguing for workplace flexibility and empathy in caregiving situations.

Not all voices in the comments were negative, and some users offered contrasting experiences. A common thread highlighted positive responses from managers who prioritize employee well-being. One user shared: “I took two days off and have been working from home for the last four. My boss is more worried about me getting better than coming in.” The anecdotal shift toward flexible arrangements underscores that a minority of workplaces already embrace more supportive approaches to caregiving, even as others fall back on rigid expectations about attendance.

The broader context includes a 2025 national survey by People2People Recruitment, which found that 63 percent of workers admitted to not taking sick leave when they needed to. Of those, 22 percent cited guilt, 18 percent said they were too busy to take leave, and 16 percent said they feared judgment. The findings illuminate a persistent tension between productivity demands and workers’ health and family responsibilities, a dynamic that has grown more visible as labor markets tighten and talent retention remains a priority for many employers.

The New York Post published coverage of the clip, noting how the exchange has resonated with parents and caregivers who routinely juggle work expectations with caregiving duties. The viral moment serves as a reminder that policy clarity and managerial empathy around sick days and family emergencies can be as important to retaining workers as compensation or benefits.

Industry observers say the incident reflects a larger trend toward reexamining workplace norms in light of caregiving responsibilities. While some companies have begun implementing more flexible leave policies and remote-work options, others continue to exhibit rigidity that can deter current and prospective employees from speaking up when they need time off for health or family needs. Experts emphasize that the cost of punitive approaches to sick leave can extend beyond individual morale to measurable effects on recruitment, retention, and productivity, particularly in competitive labor markets where workers have more options.

In summary, the clip captured from a social-media post illustrates a moment when a caregiver’s needs collided with a strict work deadline. It has spurred a broader conversation about how managers should respond to health emergencies at home, balancing urgent project demands with compassionate leadership. As the labor market evolves and workers increasingly voice concerns about leave policies and treatment by supervisors, employers may face renewed pressure to adopt clearer guidelines and more flexible practices that support health and family responsibilities without compromising business goals.