“His father was in the ICU… Tata Consultancy Services forced him to resign” — The naked reality behind a major IT firm’s workforce practices
One of India’s largest IT companies found itself under scrutiny after a Mumbai-based employee alleged that despite having sufficient leave, he was pressured into resigning while his father lay in the ICU. The employee, having served the firm for seven years, was later denied his gratuity. In a landmark ruling, the Mumbai Labour Office ordered the company to grant full gratuity.
How the sequence unfolded
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The employee requested emergency leave to care for his critically ill father admitted in ICU.
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Despite ample leave balance, the company allegedly pressured him into submitting a “voluntary resignation”.
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Post-resignation, his gratuity—legal entitlement for long-service employees—was withheld.
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The employee approached the labour authorities with support from an employees’ forum. The Labour Office summoned the company, interrogated its practices and ordered full gratuity payment.
Why this matters
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Employee wellbeing during a personal crisis
When an employee faces a major family health emergency, the organisation’s role is amplified. Here, the safety net was missing. -
Voluntary resignation vs coerced exit
Legally, resignation must be voluntary. When an employee is pressurised during a vulnerable time, the question of coercion arises. -
Gratuity and statutory benefits
Indian labour law mandates gratuity for employees with five or more years of service. Withholding it undermines legal protections. -
The broader concern in the IT sector
The incident is symptomatic of growing grievances in large IT firms around forced exits, resignations under duress, and denial of dues.
Lessons for employees and employers
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Employees: Know your rights. If you feel undue pressure or unfair treatment, you have recourse to labour authorities.
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Employers: Brand reputation alone cannot compensate for employee empathy and fair practices. Support systems must be genuine, especially in crisis.
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Industry: While restructuring is inevitable, humane practices are non-negotiable. Transparent communication, proper exit options, and adherence to labour laws must be integral.
Final thoughts
This case transcends one employee, one company—it reflects a shifting tide in how large Indian tech firms engage with workforce rights. As companies recalibrate for efficiency, the human cost can’t be ignored.
For employees, this is a reminder that your value isn’t just defined by service years or job title, but by the protection your rights hold.
For organisations, the message is clear: legal compliance matters, yes — but so does genuine compassion.
