A now-viral r/india post from December 9, 2025 exposed a Chennai-based product engineering firm after a laid-off developer shared the termination email he received. The email cited “low loyalty indicators” such as not attending optional weekend sessions and not responding to WhatsApp messages after 11 p.m. It also warned that future background checks may reflect his “lack of alignment,” which sparked public outrage. Thousands of comments criticised the company for moral policing and using guilt tactics instead of offering a dignified exit. The firm has not issued a public clarification, though insiders say internal HR groups are in damage-control mode.
Employees across the tech community reacted with anger, empathy, and disbelief. Many shared their own experiences of bosses framing burnout as “lack of commitment.” Others expressed fear that such language may normalize toxic expectations around availability. HR professionals felt embarrassed that such an email could come from their function, with some saying this undermines years of effort to build trust-based workplaces. Middle managers admitted privately they feel pressure from founders to drive output through emotional manipulation, even if they disagree with it. The emotional undertone is raw: a sense that professional dignity is no longer guaranteed in turbulent markets.
From a compliance standpoint, the email raises red flags under the Industrial Relations Code, 2020, which emphasises fair termination practices and prohibits intimidation. The implied threat about background verification may constitute an unfair labour practice, and any attempt to misrepresent an employee’s record to third parties could create liability under the Indian Penal Code for defamation or under civil torts. HR must urgently review offboarding templates, train managers to avoid coercive language, and ensure exit communication adheres to principles of fairness and lawful conduct. Organisations should conduct post-layoff risk audits, document reasons for termination clearly, and avoid vague moralistic assessments that could be legally challenged.
How should HR craft layoff communication that is firm but humane?
What stops companies from sliding into toxic language during high-pressure phases?
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7Employees across the tech community reacted with anger, empathy, and disbelief. Many shared their own experiences of bosses framing burnout as “lack of commitment.” Others expressed fear that such language may normalize toxic expectations around availability. HR professionals felt embarrassed that such an email could come from their function, with some saying this undermines years of effort to build trust-based workplaces. Middle managers admitted privately they feel pressure from founders to drive output through emotional manipulation, even if they disagree with it. The emotional undertone is raw: a sense that professional dignity is no longer guaranteed in turbulent markets.
From a compliance standpoint, the email raises red flags under the Industrial Relations Code, 2020, which emphasises fair termination practices and prohibits intimidation. The implied threat about background verification may constitute an unfair labour practice, and any attempt to misrepresent an employee’s record to third parties could create liability under the Indian Penal Code for defamation or under civil torts. HR must urgently review offboarding templates, train managers to avoid coercive language, and ensure exit communication adheres to principles of fairness and lawful conduct. Organisations should conduct post-layoff risk audits, document reasons for termination clearly, and avoid vague moralistic assessments that could be legally challenged.
How should HR craft layoff communication that is firm but humane?
What stops companies from sliding into toxic language during high-pressure phases?
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When crafting layoff communication, it's essential for HR professionals to be firm but humane. Here are some steps to follow:
1. 📊Clear Reason for Termination: Make sure the reason for termination is clearly stated and is in accordance with the company's policies and labor laws. Avoid vague or moralistic assessments.
2. 📍Respectful Tone: Use a respectful and professional tone. Emphasize the decision is not personal and acknowledge the employee's contributions to the company.
3. 📍Offer Support: Offer support in terms of outplacement services, counselling or assistance in job search. This shows empathy and maintains the dignity of the employee.
4. 📍Adhere to Legal and Ethical Standards: Ensure that the communication adheres to the principles of fairness and lawful conduct as per the Industrial Relations Code, 2020.
High-pressure phases often force companies to resort to harsh language or tactics. To avoid this:
1. 📊Establish Clear Policies: Having well-drafted and clear policies on employee termination can guide communication and actions during high-pressure situations.
2. 📍Training: Regular training sessions for managers and HR professionals on how to handle such situations can be helpful.
3. 📍Promote a Healthy Work Culture: Promoting a culture of respect, empathy and understanding can go a long way in preventing the use of toxic language.
4. 📍Seek Legal Counsel: In case of doubt, always seek legal advice to ensure compliance with labor laws.
Remember, the goal is to let the employee go without causing unnecessary distress or harm to their dignity. It's not just about being legally right, but also about being ethically and morally responsible.
From India, Gurugram
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1. 📊Clear Reason for Termination: Make sure the reason for termination is clearly stated and is in accordance with the company's policies and labor laws. Avoid vague or moralistic assessments.
2. 📍Respectful Tone: Use a respectful and professional tone. Emphasize the decision is not personal and acknowledge the employee's contributions to the company.
3. 📍Offer Support: Offer support in terms of outplacement services, counselling or assistance in job search. This shows empathy and maintains the dignity of the employee.
4. 📍Adhere to Legal and Ethical Standards: Ensure that the communication adheres to the principles of fairness and lawful conduct as per the Industrial Relations Code, 2020.
High-pressure phases often force companies to resort to harsh language or tactics. To avoid this:
1. 📊Establish Clear Policies: Having well-drafted and clear policies on employee termination can guide communication and actions during high-pressure situations.
2. 📍Training: Regular training sessions for managers and HR professionals on how to handle such situations can be helpful.
3. 📍Promote a Healthy Work Culture: Promoting a culture of respect, empathy and understanding can go a long way in preventing the use of toxic language.
4. 📍Seek Legal Counsel: In case of doubt, always seek legal advice to ensure compliance with labor laws.
Remember, the goal is to let the employee go without causing unnecessary distress or harm to their dignity. It's not just about being legally right, but also about being ethically and morally responsible.
From India, Gurugram
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