Jay Blahnik was already a well-known figure in the global fitness industry before joining Apple. With nearly twenty years of experience at Nike and the publication of a book on training, he had built a reputation as one of the industry’s most respected voices. When Apple hired him in 2013, Blahnik was brought on board to help shape the Apple Watch—a device that would soon become central to the company’s health and wellness strategy. Inside Apple, he quickly gained recognition as the driving force behind one of the watch’s most iconic features: the three circular fitness rings, which users could complete by standing, exercising, and burning calories throughout the day. Marketed under the slogan “Close Your Rings,” the feature helped establish the Apple Watch as the first blockbuster product after the death of Steve Jobs.

Yet behind this celebrated success story, multiple employees now claim that Blahnik fostered a deeply unhealthy work environment. According to interviews with nine current and former staff members, Blahnik—who today leads Apple’s 100-person fitness technologies division as vice president—was described as manipulative, verbally abusive, and at times inappropriate in his behavior. Since 2022, these tensions have reportedly driven more than ten employees to take extended medical or mental health leave, representing nearly ten percent of the team.

Allegations of Toxic Leadership

Employees said that when concerns about Blahnik’s conduct were raised, Apple took steps to shield him instead of holding him accountable. One complaint of sexual harassment was settled quietly, while a separate lawsuit filed in Los Angeles County Superior Court by employee Mandana Mofidi is still ongoing. Mofidi claims Blahnik bullied her, contributing to her eventual resignation. Despite the controversy, Apple officials allowed him to remain in his leadership role, stating that their internal investigation had found no evidence of wrongdoing.

The situation highlights a broader issue within Apple: whether the company prioritizes protecting high-profile executives over addressing employee well-being. “At the end of the day, we don’t matter,” said Kayla Desautels, who had served as social media coordinator for the team before leaving in 2023 after a mental health-related absence. “I’ve never worked anywhere more toxic.”

Apple spokesperson Lance Lin disputed this narrative, insisting that the company takes all employee concerns seriously and is committed to fostering an inclusive workplace. While Lin acknowledged that Apple investigates workplace complaints thoroughly, he declined to comment on individual cases, citing privacy. “We strongly disagree with the premise of this story,” Lin said. “There are many inaccurate claims and mischaracterizations.”

Blahnik’s Expanding Role at Apple

By 2017, Apple had tasked Blahnik with leading the development of Apple Fitness+, a subscription-based platform offering guided workout videos for $9.99 per month. Officially launched in 2020, the service now includes a variety of workout types—from Pilates and dance to kickboxing—and has introduced additional motivational programs such as “Time to Walk” and “Time to Run.”

While his industry experience made him a natural fit for the role, employees said his professional conduct raised repeated concerns. Several former staffers recounted that Blahnik often made inappropriate jokes or remarks during meetings. For example, in 2021, during a discussion about a fitness feature with Olympic skier Ted Ligety, Blahnik reportedly joked about sleeping with the athlete. Other employees said he suggested that a team member had secured Ligety’s participation by offering a neck massage. In other instances, he allegedly made crude comments about the physical appearance of trainers featured in workout videos.

A Pattern of Inappropriate Behavior

Former staff also recalled that Blahnik crossed lines in conversations with colleagues. On one occasion, he speculated in front of staff that the wife of a manager at Fitness+ had been unfaithful because their son’s hair color differed from the father’s—using vulgar language to make the remark. In another case, Blahnik repeatedly commented on the appearance and clothing choices of Wil Tidman, the group’s creative director. During a team video call, he joked that Tidman was romantically involved with a male producer.

The situation escalated in 2022, when Blahnik allegedly sent Tidman an inappropriate late-night text message that Tidman found unsettling. According to people familiar with the incident, Tidman soon took a medical leave and later pursued mediation with Apple, ultimately reaching a settlement without filing a lawsuit.

The Case of Mandana Mofidi

Among the most prominent voices raising concerns is Mandana Mofidi, a journalist and podcast producer who joined Apple in 2021 to oversee audio projects. Initially, Blahnik praised her contributions, describing her first year as “marked by significant growth and achievement.” However, according to her lawsuit, problems began when Mofidi pointed out disparities in pay raises between her and male colleagues, including one who reported directly to her.

Shortly afterward, Apple’s human resources team compelled her to participate in an investigation into Blahnik’s behavior toward Tidman. Fearing retaliation, Mofidi asked to be excused, but she was told participation was not optional. Within days, she alleged, Blahnik berated her in a meeting, yelling during a discussion about music choices for the “Time to Walk” program.

According to the lawsuit, this marked the beginning of a months-long campaign of retaliation. One of Blahnik’s deputies began sending emails criticizing her performance, which Mofidi believed were intended to build a case for termination. “The whole experience was incredibly isolating, humiliating, and honestly, scary,” she said in an interview.

By April 2023, Mofidi was given a choice: accept a buyout or enter a performance improvement plan. When she reported to HR that she believed she was being targeted because of her involvement in the harassment inquiry and her complaints about unequal pay, the company launched another investigation. Apple’s employee relations staff later admitted that she had borne “the brunt of a lot of the harshness that Jay exhibited,” according to her lawsuit. Still, Apple concluded it could not confirm retaliation.

Struggling with anxiety and depression, Mofidi went on medical leave. Upon returning, she requested to transfer to another division to escape what she described as a “toxic environment.” Her request was denied, leading her to resign. Her lawsuit against Apple and Blahnik is currently set for trial in 2027.

Broader Employee Fallout

Mofidi’s experience was not unique. Other employees, including Chris Neil and Nathan Olivarez-Giles, also reported negative consequences after speaking about Blahnik’s alleged behavior. Both took mental health leaves before eventually leaving the company.

The controversies raise serious questions about Apple’s corporate culture, particularly within one of its most visible health-focused divisions. Despite its public messaging around wellness and inclusivity, employees argue that the company has overlooked internal dysfunction in order to protect a high-profile executive whose vision is central to Apple’s fitness strategy.

Apple’s Position

In legal filings, Apple has denied any wrongdoing, rejecting claims of harassment, discrimination, or retaliation. The company maintains that Mofidi and others received constructive feedback and support to address documented performance concerns. Apple insists that its investigation processes are thorough and consistent, and it has promised to continue defending itself through the courts.

Blahnik himself has not publicly responded to the allegations and declined requests for comment.

A Divided Legacy

The story of Jay Blahnik presents a striking contrast. On one hand, he is celebrated as the architect of Apple’s most successful fitness initiatives, from the “Close Your Rings” campaign to the launch of Apple Fitness+. On the other hand, he faces ongoing accusations of fostering a hostile workplace culture—claims that, if proven, could tarnish both his personal legacy and Apple’s broader reputation for innovation in health and wellness technology.

As Apple prepares for a lengthy legal battle and mounting public scrutiny, the case underscores the growing challenges tech giants face in balancing product success with workplace accountability. For many former employees, the question remains whether Apple values its workforce as much as the executives who lead it.