An employee’s Reddit post has gone viral after they alleged that they were placed on a Performance Improvement Plan (PIP) for refusing to work during their approved earned leave (EL). The incident has ignited fresh debate around toxic workplace cultures and the legal rights of employees.
Manager Expected Work Even During Approved Leaves
According to the employee, who works at a company where only Sundays are designated as official off days, managers often demanded an additional 5-6 hours of work on off-days to meet tight deadlines. The employee described a situation where they had applied for and eventually secured four days of earned leave after “a lot of debate.”
However, despite the leave being formally approved, the employee’s manager insisted that they continue to work during their time off.
"My manager told me to ensure that I finish my targets during my EL whenever I could," the employee said in their Reddit post, titled “Put on PIP because I had refused to work on my weekend and leaves.”
"I told him it wouldn't be possible for me to work during that time, as I would be travelling throughout."
Despite clearly communicating their inability to work during leave, the employee returned to find a stark shift in their manager's behavior, which soon culminated in a call from HR placing them on PIP for "subpar performance."
PIP Used as Punishment?
The employee expressed frustration over being punished for asserting their right to rest during approved leave:
"All this just because I refused to work during my leave. This is just so messed up that I can't understand how it can legally even happen."
They questioned whether organizations had unchecked power over employees and sought advice from the Reddit community, noting that switching jobs would not be easy after having joined the company only five months ago.
Internet Reacts: Call for Stronger Employee Protections
The post quickly gathered traction, with many users sympathizing and suggesting possible courses of action:
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"Name and shame" the company and manager publicly to warn others.
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Some advised starting a discreet job hunt, despite the short tenure.
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Others warned that such toxic environments are especially common in small startups, where formal HR policies are often flouted.
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A few users emphasized the urgent need for stricter employee protection laws to prevent such abuses of power.
One user advised:
"Avoid Indian startups like the plague. They are all toxic. Bigger organizations at least give you central policies and some HR protection."
The situation highlights a troubling pattern in modern workplaces: employees being pushed beyond reasonable limits, often without any real legal recourse.
Legal Standpoint: What Can Employees Do?
In India, The Shops and Establishments Act and various labor laws provide for earned leaves and protection against unfair labor practices. Placing an employee on a PIP simply for not working during sanctioned leave could potentially be challenged as constructive dismissal or unfair labor practice, depending on the evidence and circumstances.
Employees facing such situations can:
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Document everything (emails, messages, verbal instructions).
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Consult a labor lawyer to understand specific rights under their state’s labor laws.
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Approach the Labor Commissioner’s Office for guidance.
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Escalate internally to a neutral HR representative or whistleblowing authority if available.
However, given the slow pace of labor disputes in India, many workers are forced to make the painful decision to change jobs rather than fight prolonged legal battles.
Conclusion: A Call for Change
This case is another stark reminder of the urgent need for stronger enforcement of employee rights and better workplace regulations. Approved leaves must be respected as non-negotiable — not just for legal compliance, but for the mental health and well-being of employees.
Until systemic reforms are made, workers will continue to face the difficult choice between standing up for their rights and risking career setbacks — or staying silent and enduring toxic workplace cultures.