Workplace suicide: Police officer’s death sparks explosive bullying inquiry
Employer fined $380K after workplace suicide
According to the International Association for Suicide Prevention, up to 13% of suicides globally are caused by adverse psychosocial working conditions. In Australia, we’ve seen several cases of workers who have taken their own lives not only due to workplace pressures but also bullying and harassment by management. In this article, we’ll look at two notable cases of workplace suicides in recent years.
Management bullying alleged to have caused South Australia Police workplace suicide
As of writing in June 2026, the Coroners Court of South Australia is conducting an inquiry into the workplace suicide of Russell Peter Nash. The ongoing inquest is investigating whether Sergeant Nash, a dedicated long-serving police officer who worked for South Australia Police, took his own life due to targeted bullying from management.
Summary: South Australian coroner’s inquest into the death of Russell Peter Nash
- Jurisdiction: Coroner’s Court of South Australia
- Key issues: Workplace suicide of a police sergeant following psychological decline linked to alleged targeted performance management and intimidation.
- Inquest focus: Whether there is a link between the problematic culture within the South Australia Police Band and the workplace suicide.
‘Excessive display of power’: Worker targeted before workplace suicide February 2
Russell Peter Nash had worked as a police officer in the South Australia Police Organized Crime Section, earning a strong reputation. In February 2019, he was redeployed as Band Master of the South Australia Police Band. This came after he sustained traumatic physical injuries. He transitioned to the band under a WorkCover-led Return to Work scheme. The Coroner’s Court of South Australia inquest noted that following his redeployment, Sergeant Nash felt he was targeted by management.
Counsel assisting the coroner said that he had been the subject of an “excessive and unwarranted display of power” by senior supervisors. In 2020, the workplace tension escalated when Chief Inspector Cameron Devey assumed command of the police band. Natalie Bottroff, a Return to Work coordinator, told the coroner that the officer and the chief had a “headbutting relationship.” It became so dysfunctional that South Australia Police took the highly unusual step of hiring an external HR coach. The coach taught Sergeant Nash how to “manage up” in response to his supervisor’s personality type.
Sergeant ‘humiliated’ by alleged targeted welfare check
A key instance of workplace bullying claimed by Sergeant Nash took place when the Chief Inspector ordered a late-night welfare check at his home. The inquest heard that the directive was not triggered by a personal crisis. Rather, it was the result of Sergeant Nash sending a late-night email raising concerns about the mental health of a colleague. Sergeant Nash reported that the unexpected check left him feeling “humiliated.”
Shortly after, Chief Inspector Devey proposed that Sergeant Nash undergo mandatory daily breath testing for alcohol before every shift. Sergeant Nash’s medical treatment team pushed back against this, telling management that there was no “clinical reason” for the testing.
Chief had ‘lack of empathy’ for officer’s mental health struggle
Sergeant Nash later sought to attend a 12-week mental health program designed to support first responders transitioning to civilian life. Ms. Bottroff testified that Chief Inspector Devey was initially unsupportive. She said that he took the unprecedented step of demanding a formal briefing paper from Sergeant Nash’s treating physician before approving his attendance.
Ms. Bottroff said that she had “never had anyone, ever” at South Australia Police ask for such documentation to attend a program that benefits an officers’ mental health. She concluded that the supervisor’s style “lacked wanting to learn how to better manage a staff member” and showed a distinct “lack of empathy” toward Sergeant Nash’s struggle.
Leaders allegedly tried to push worker out
In August 2021, internal emails discussed whether it was time to transition Sergeant Nash into “redemption territory.” This is an institutional mechanism used to exit psychologically injured officers from the force. On 8 September 2021, Sergeant Nash sent an email to executive staff and the police union. He complained that the media team had missed a “wonderful opportunity” to promote the band during a school performance.
Email logs showed that leadership reacted with immediate hostility. Assistant Commissioner Philip Newitt forwarded the text, ordering supervisors to “manage this situation and Sgt Nash’s thinking.” Around an hour later, Chief Inspector Devey was directed to immediately compile a sick leave analysis “with the plan to move him on from the Band.”
Workplace suicide came after he was ‘treated inequitably’
In October 2021, Sergeant Nash emailed Chief Inspector Devey and a manager objecting to what he termed “ongoing innuendo” about his mental health among his peers. He said that the and “assumptions” they had made were doing “more harm than good.” Because he concluded the email by signing off as “rock on, Sergeant Russell Nash Esquire,” Chief Inspector Devey classified the text as “inappropriate language.”
He then placed Sergeant Nash on a strict performance learning action plan. Sergeant Nash was informed that he would be forcibly relocated and referred for an internal investigation if he did not comply. In the aftermath of the directive, Sergeant Nash sent a final email stating he was being “treated inequitably” due to “interpersonal conflict.” The 43-year-old took his own life on Christmas Eve 2021.
Conflicting testimonies alleged misconduct and workplace bullying
Sergeant Adam Buckley, the band’s Drum Major, gave highly critical evidence of Sergeant Nash to the coronial inquest. He alleged that Sergeant Nash’s “narcissistic tendencies became apparent” over time. Sergeant Buckley claimed that during a return bus trip from a festival performance, Sergeant Nash pulled an alcoholic beverage from his backpack and went “hey-yay, click” to deliberately drink on duty. He further alleged that Sergeant Nash “manipulated” the Officer in Charge of the band to hide his true condition.
However, Sergeant Buckley’s own credibility was heavily scrutinized. The coroner’s court reviewed a past internal investigation which revealed that band members had accused Sergeant Buckley of severe workplace bullying. That investigation concluded Sergeant Buckley had acted “disgracefully, maliciously and dangerously.” His managerial duties were later temporarily stripped.
Former Chief Inspector Cameron Devey also took the stand to defend his actions. He insisted he cared deeply about Sergeant Nash’s safety. However, he justified his refusal to watch an educational documentary on addiction by stating he needed to maintain “objectivity.” He told the court, “I really need to distinguish my role as a police officer, not a medical professional.”
Workplace suicide: Coroner forced disclosure of secret internal files
The legal battle surrounding this workplace suicide case escalated when South Australia Police Commissioner Grant Stevens actively refused to hand over internal police files. These files were sought in regard to the workplace bullying allegations. The Commissioner’s legal counsel claimed the court’s request was a biased “fishing expedition” and amounted to a “quasi-prosecution” of management.
State Coroner David Whittle completely rejected the Police Commissioner’s arguments, stating that they had “no merit.” On 23 April 2026, Coroner Whittle issued a formal summons compelling South Australia Police to immediately hand over the internal investigation documents. The inquest continues as the court gathers the remaining evidence before delivering its final safety recommendations.
He ruined me’: Lawyer’s suicide note blamed boss
Lawyer took her own life at statutory body tasked with investigating workplace suicides
In 2023, the Melbourne Magistrates’ Court convicted and fined Court Services Victoria $379,157. This came after it found that a toxic workplace environment at the Coroners Court of Victoria – the statutory body that often investigates workplace suicides – contributed to the suicide of a senior lawyer. The prosecution proved that Court Services Victoria operated without adequate processes to mitigate psychological hazards within the Coroners Court of Victoria. leading to a severe statutory breach under the Occupational Health and Safety Act 2004.
Summary: WorkSafe Victoria v Court Services Victoria [2023]
- Jurisdiction: Melbourne Magistrates’ Court
- Key issues: Workplace suicide of a senior solicitor following acute psychological decline linked to an unsustainable double workload and systemic managerial bullying.
- Court ruling: Court Services Victoria pleaded guilty to a single charge of failing to provide and maintain a safe workplace. The court imposed the maximum financial penalty of $379,157 alongside an order to pay $13,863 in legal costs.
Solicitor suffers acute crisis after workload doubles
Jessica Wilby started working as a lawyer for the Coroners Court of Victoria in 2013. Two years later, she was promoted to the position of Principal In-House Solicitor. For several years, she worked successfully in her role. Colleagues noted she was highly respected and well-liked, showing no prior history of psychiatric illness.
The events leading to her workplace suicide began In February 2018.This was when Ms. Wilby accepted an appointment as acting Senior Legal Counsel. She took on this role while simultaneously being required to maintain her existing full-time responsibilities as Principal In-House Solicitor. The combined role created severe role conflict and an unsustainable workload.
‘Patently beyond the capacity of one person’
Ms. Wilby’s combined role required her to manage high-volume litigation caseloads alongside intensive staff management duties. This included compiling performance plans, for which Court Services Victoria had provided no training. The independent coroner who investigated the workplace suicide found that the role of Senior Legal Counsel was “patently beyond the capacity of one person.” The coroner noted that even so, Ms. Wilby still “carried her existing role of Principal In-House Solicitor.”
Within weeks of accepting the position, the workload reached a crisis point for Ms. Wilby. In March 2018, she was discovered by staff in a highly distressed state and completely unable to speak. The acting Executive Officer erroneously believed that Ms. Wilby’s condition was related to issues in her personal life. This meant that management did not examine or change her unsustainable workload.
‘[An acting CEO] ruined me’: Left tragic suicide note
Ms. Wilby’s managers appeared disconnected from the reality of her workload and the toxic nature of the environment. She returned to her singular role as Principal In-House Solicitor in April 2018. However, her psychological health had already deteriorated significantly. The coroner found that Ms. Wilby obsessed over the negative impact that her tenure as acting Senior Legal Counsel would have on her career. She expressed concern about the impact taking leave could have on her professional reputation.
Ms. Wilby went on sick leave in late May 2018 and never returned to work. During her three months of personal leave, she was formally diagnosed with a work-related major depressive disorder. On 7 September 2018, Ms. Wilby took her own life at her residence. She was forty-five years old. A note discovered at the scene read: “[An acting CEO] ruined me.”
Employer knew about toxic environment and workplace bullying
In 2023, the Melbourne Magistrates’ Court heard how the Coroners Court of Victoria’s leadership had been explicitly placed on notice regarding psychological risks years prior to the workplace suicide. A staff survey conducted in 2015 had identified the presence of bullying and inappropriate behaviors. Between 2016 and 2018, continuous internal complaints and emails detailed a highly dysfunctional environment. The workplace psychosocial hazards included:
- Bullying from senior staff, encompassing verbal abuse, derogatory remarks, favoritism, cronyism and intimidation.
- Severe role conflict, role clarity issues and excessive workloads.
- Exposure to traumatic forensic materials without appropriate psychological shielding.
- Invasions of privacy and perceived threats to future career progression.
‘Someone will die’: Coroner’s court ignored worker complaints
Multiple staff members had taken extended stress leave for persistent feelings of anxiety, fear, humiliation, and post-traumatic stress disorder (PTSD). Former senior associate Rebecca Johnston-Ryan testified to developing PTSD. She also claimed that she was forced to resign from a leading Australian law firm due to the lingering impact of her time at the Coroner’s Court of Victoria. Another former employee, Ronette Peatey, stated she was bullied by multiple people.
However, she was told not to bother making a complaint as the state coroner would make sure it was swept under the carpet “like all the others.” The Melbourne Magistrates’ Court heard how 92 internal allegations had been raised by staff against then state coroner Sara Hinchey. All of these complaints were subsequently dismissed. Despite a written warning from a colleague to management seven months prior to September 2018 stating she feared “someone will die” due to the toxic environment, no risk assessments or control measures were implemented by Court Services Victoria.
Coroner’s Court of Victoria suicide: What were the Magistrates’ Court findings?
The Melbourne Magistrates’ Court delivered its sentence in October 2023. It described the gravity of the offense and the degree of institutional responsibility as significant. The court noted that the systemic negligence had “caused deep distress” and actively placed the lives of employees at risk. Its findings included:
- Ms. Wilby’s workplace stress was caused by a dysfunctional and toxic culture. This was the primary catalyst for her psychological decline and workplace suicide.
- Court Services Victoria turned a blind eye to multiple psychosocial hazards. This included role conflict, exposure to traumatic materials, unmanageable workloads and workplace bullying.
- The employer failed to conduct any adequate processes to identify or assess psychological risks between December 2015 and September 2018. This was despite being repeatedly warned that the workplace was potentially fatal.
- The complaints process collapsed because employees felt threatened by power imbalances. They feared that raising issues would negatively affect their career.
The court indicated that the severity of the institutional culpability would have warranted a harsher financial penalty had the statutory maximum not been capped at approximately $380,000. Court Services Victoria was found guilty of failing to provide and maintain a safe workplace. The court imposed the maximum financial penalty of $379,157 alongside an order to pay $13,863 in legal costs.
Workplace bullying FAQs
- What constitutes workplace bullying
Under the Fair Work Act 2009, workplace bullying is defined as a situation where an individual or a collective repeatedly directs unreasonable behavior toward an employee or a team of employees. For behavior to meet the legal threshold of bullying, it must occur more than once and present a risk to physical or psychological wellbeing.
For example, in the South Australian coroner’s inquest into the workplace suicide of Russell Nash, the alleged bullying manifested as targeted administrative intimidation. This included an unprovoked, late-night police welfare check at his home, alongside proposals for alcohol testing without clinical justification. In addition, management looked to remove him from his role in response to basic operational feedback.
- What are examples of bullying in the workplace?
Common examples of workplace bullying include:
- Physical or verbal aggression, offensive language, or intimidating tactics.
- Mocking, insulting or humiliating an employee in front of their colleagues.
- Malicious teasing, insults or practical jokes.
- Targeted and unwarranted performance management.
- Isolating or excluding specific staff members from work social events.
- Pressuring an employee to engage in inappropriate, unethical, or non-compliant conduct.
- Assigning unmanageable volumes of work or stripping an employee of tasks completely.
For example, in WorkSafe Victoria v Court Services Victoria [2023], it was detailed how a senior lawyer’s workplace suicide took place at the Coroners Court of Victoria. The court heard how the workplace had a culture of bullying. Senior leadership engaged in verbal abuse, derogatory remarks, favoritism, cronyism and direct intimidation. Court Services Victoria was found guilty of failing to provide and maintain a safe workplace. It was forced to pay the maximum financial penalty of $379,157 alongside $13,863 in legal costs.
Have you experienced unfair treatment at work?
We at AWNA help workers Australia-wide take action through the Fair Work Commission to hold their employers to account. If you have been dismissed unfairly, pressured to resign, denied your workplace rights or treated unlawfully at work, you may have options to seek reinstatement or compensation. Toxic workplace culture needs to be avoided, we will help you achieve this.
Your initial consultation with us is free and private. Call us now on 1800 333 666 to take the first step to getting justice.
Read similar articles to Workplace suicide: When toxic bosses push workers too far
3 Signs You Are In A Toxic Workplace
Is your manager a bully? Know your workplace legal rights
