So Commonwealth Bank has finally admitted what many of us suspected all along - those 283 “redundancies” weren’t really redundancies at all. They’ve just shuffled the work offshore to India, where they now have a staggering 6,800 employees. The audacity of it all really gets under my skin.

Let me be clear about what’s happened here. CBA told 283 Australian workers their jobs were no longer needed, paid them redundancy packages (hopefully), and then quietly moved those exact same roles to cheaper overseas workers. This isn’t restructuring or efficiency - it’s corporate sleight of hand, and frankly, it should be illegal.

The job market is absolutely cooked right now, and I’ve been watching this play out in real time through various online discussions where people are sharing their employment horror stories. What started as one person’s cautionary tale about quitting their finance job due to burnout has turned into a sobering collection of experiences that really highlights just how tough things are out there.

The original poster’s story is unfortunately becoming all too familiar - nine months of rejections after leaving a finance role, being told they’re “overqualified” for positions they desperately want, or “too expensive” for roles they’d happily take at reduced pay. It’s a catch-22 situation that would drive anyone to distraction. You’re damned if you’re overqualified, and you’re certainly damned if you’re underqualified.

I’ve been following a discussion online about someone who’s accumulated 400 hours of annual leave and is now facing resignation - that’s roughly 10 weeks of leave sitting there, waiting to be cashed out. The whole situation got me thinking about how we’ve created this bizarre system where taking time off becomes a financial puzzle rather than, you know, actually resting.

The original poster was looking for ways to avoid the tax hit on their leave payout, wondering if they could funnel it into superannuation or find some other creative workaround. The responses were a mix of practical advice and stories that honestly made me shake my head at the state of our work culture.

The discussion around occupational downgrade among refugees has been doing the rounds online lately, and it’s got me thinking about how we frame these conversations. The headlines focus on refugees experiencing career setbacks after a decade in Australia, but the reality is far more nuanced than the sensationalist framing suggests.

What struck me most about the various perspectives shared was how many people pointed out that occupational downgrade isn’t unique to refugees at all. It’s a common experience for most migrants whose qualifications aren’t recognised here. One person mentioned downgrading from a PhD in Iran to become an MD in Australia - earning more money and finding the work easier. Another talked about taking ten years to rebuild their career path entirely.

The writing has been on the wall for a while now, but seeing a Berkeley professor openly discuss how even his outstanding students can’t find jobs sends chills down my spine. Having spent countless hours at my local coffee shop in Brunswick Street watching my own kid struggle with university applications, this hits particularly close to home.

Let’s be honest - we’re witnessing a fundamental shift in the employment landscape. When I started my career in the ’90s, a university degree was practically a golden ticket to a decent job. Now? Even graduates from prestigious institutions are struggling to get their foot in the door. The tech sector, once the promised land of six-figure salaries and cushy benefits, is showing serious cracks.

As I sipped my flat white at a café on Melbourne’s Bourke Street, I stumbled upon a conversation that got me thinking. It was about a warehouse worker who suspected their boss was trying to pull a fast one, presenting a pay “raise” that wasn’t quite what it seemed. I couldn’t help but feel for the guy, stuck in a situation where he’s not sure if he’s getting a better deal or not.