Unpaid overtime disguised as respect is costing interns their time and sanity as viral post exposes toxic culture of performative presenteeism.
A CULTURE of performative presenteeism and the exploitation of unpaid labour has come under scrutiny after an internship graduate shared a cautionary account on Threads, sparking wider discussion on workplace expectations faced by interns.
In a reflective post, the user described an experience where interns were implicitly expected to remain in the office after official working hours simply because senior staff had not left.
The user argued that such expectations are often framed as “respect” but, in reality, place unfair pressure on interns.
“Respect should be mutual and professional. If official working hours are over, interns should not feel obliged to stay behind, especially when overtime is not provided,” she wrote.
She also urged interns to carefully review their offer letters, ensure all terms are documented in writing and not be afraid to raise concerns about unreasonable expectations.
The post highlighted the broader tension between formal internship responsibilities and informal workplace norms, where unspoken expectations can lead to unpaid overtime and extended working hours.
The discussion quickly gained traction online, with many users saying the experience was neither new nor isolated.
One commenter criticised exploitative workplace practices, writing: “These are the companies that love to exploit interns as if they know nothing; it is embarrassing.”
Others pointed to structural issues within internship systems, noting that some companies benefit from subsidies and incentives for taking interns, and suggesting that affected individuals should seek legal recourse regarding allowances.
The conversation also expanded into sector-specific workplace cultures, with one user highlighting that long working hours and “waiting for seniors to leave” is deeply ingrained in certain industries, including the legal profession, where junior staff and pupils are often subjected to similar expectations.
Another commenter raised procedural concerns regarding leave and allowance deductions, suggesting that some company policies may not properly distinguish between authorised and unauthorised absence.
