Silent Struggles: Tech Employees’ Battle Against HR Pressure
An Indian tech employee alleged HR harassment for refusing resignation, sparking viral debates on severance, fairness, and coercive practices. His story highlights corporate inequity, systemic intimidation, and the silent struggles of vulnerable employees.
In the labyrinthine corridors of the corporate world, not every conflict is about deadlines or performance; some revolve around sheer resilience. Recently, an employee from an Indian technology company narrated his distressing ordeal online, where he claimed he resisted incessant pressure from the Human Resources department to submit his resisted incessant pressure from the Human Resources department to submit his resignation. The junior professional described his experience as “mental harassment” and “torture.”
“They threatened me that they would give a bad review after termination, so I said, ‘Okay, do as you like, but I’m not going to resign,’ and I came out of that meeting room,” he revealed in a Reddit post. “I tried to be strong at that time.”
According to him, in his branch, multiple employees who declined to resign were persistently summoned by HR, confronted with veiled threats, and warned of salary freezes, blacklisting, and even reputational sabotage. Despite such coercion, many continue to resist and remain employed, though the environment has become increasingly antagonistic.
“I don’t know what to do next,” he confessed.
The employee further alleged that the company had begun targeting junior and benched staff, systematically freezing their profiles to restrict project allocation. “Even if we get a project through our contacts, RMG calls that project and asks them to cancel our allocation,” he added. Such tactics, he claimed, created a suffocating sense of professional stagnation.
The post quickly went viral, igniting conversations about corporate ethics, severance practices, and employee dignity.
One user explained, “You don’t get severance if you resign. That’s the whole point of the exercise done by the HR. If they wanted to give you severance, they would just fire you. If they want you to leave without harming their churn numbers, they generally say you don’t need to come to the office during your notice period. But put down your papers.”
Another advised, “Ask them for 3 months of severance and leave, else fight legally!! Nothing more, nothing less.”
A different commenter emphasized fairness: “If a company has a policy to give 3 months’ notice when an employee wants to quit, it should apply for the parties on the other side as well. This one-sided policy is not fair. Try to get nothing less than 3 months of paychecks and look for other opportunities during that time.”
The entire episode highlights an unsettling dichotomy, while companies often portray themselves as employee-friendly, stories like these reveal a substratum of intimidation. “If a company has a policy to give 3 months’ notice when an employee wants to quit, it should apply for the parties on the other side as well. This one-sided policy is not fair. Try to get nothing less than 3 months' paycheck and look for other opportunities during that time.”
