Employees are increasingly reporting toxic management behavior online, highlighting how bosses deny vacation days and guilt-trip employees into logging on even when they're not feeling well. Recent viral posts on Reddit and LinkedIn have exposed how some managers micromanage, ignore employee health concerns and even deny basic leave.
“Every festive season brings the same agony. Instead of excitement, I am filled with anxiety and fear, especially when I ask for leave. If the request is rejected, it is made worse by the guilt of having let down the family and disrupted their plans,” says a dejected 30-year-old multimedia journalist working for a leading media house.
Do employees feel guilty when they take time off?
“Yes,” says Priya Rajiv, an integrated wellness mentor and founder of The Wellness Network. “Employees engaging in gaslighting and guilt-tripping are commonplace these days. It's pure generational hangover. Millennials had Gen
Rohita Sateesh, a certified rehabilitation psychologist who founded Indore-based TalkRemedies, adds, “Rest is not a luxury, it's a necessity. Developing self-compassion, setting firm boundaries and seeking support – whether from colleagues or mental health professionals – can free one from guilt and allow employees to step away without worry.”
Gaslighting and employee guilt are commonplace these days. It's pure generational hangover – Priya Rajiv, an integrated wellness mentor and founder of The Wellness Network
A post on Reddit detailed the harrowing experience of a private bank employee when he requested sick leave due to suspected hemorrhoids. The manager's response was cold-blooded: “It will be a loss of wages.” The short response sparked outrage online, with users denouncing the lack of empathy and toxic workplace culture.
Does empathy matter in workplace communication?
Experts say empathy is not just a soft skill, but the backbone of meaningful interactions in the workplace.
“Empathy is the foundation of true connection,” says Rohita. “It fosters an environment where colleagues feel heard and understood. When empathy is present, communication becomes a two-way street, encouraging openness and mutual respect.”
Sweta Todi, Head of People Operations at Evolutyz, an IT services company with offices in India and the US, added: “Our HR teams are always available to help employees who are emotionally exhausted or demotivated due to poor leadership.”
In contrast, a Canadian manager's message to his Indian employee, “You look tired, say goodbye, boss,” went viral for its expression of genuine concern and compassion, sparking conversations about a healthy work culture.
Empathy is the basis of true connection. It fosters an environment where colleagues feel heard and understood – Rohita Sateesh, certified rehabilitation psychologist and founder of TalkRemedies, based in Indore
Sweta says, “Contrary to what is said online, companies today are more accommodating. Unless pressing operational needs arise, personal biases rarely influence decisions one way or the other.”
Arnab Mallik, co-founder of Learning Soil Edu, says: “My experience in many organizations is that sick leave is never denied, even during staff shortages. Strong policies and legal safeguards ensure that. While there are operational pressures, we always prioritize empathy and ensure employees feel supported.”
Another LinkedIn post highlighted the rise of “demotivated leave,” in which employees take time off not because of illness, but to overcome emotional exhaustion caused by toxic leadership.
Does toxic leadership lead to long-term burnout?
Experts warn that unchecked toxicity at the top can quietly erode mental health over time.
“Unfortunately, yes,” says Rohita. “Toxic leadership creates a hostile environment that depletes emotional resources over time. Continued exposure to such a culture increases the risk of burnout, anxiety and depression, which impacts long-term mental health and overall well-being.”
In one shocking case, the zonal head of a nationalized bank is said to have raged at an employee: “Everyone's mother dies… You're useless anyway,” when the latter sought leave after his mother's death. The internal email went viral and exposed a pattern of leadership abuse that exists even in the public sector.
The Overwhelming Psychological Impact of Leave Refusal:
“If employees are consistently denied leave or faced with micromanagement, the 'occupational hazards' can take away their sense of independence and confidence,” Rohita explains. “Over time, these pressures fuel stress, and the resulting demotivation can potentially affect mental health, making the workplace seem like an anxiety-inducing space rather than a growth-oriented resource.”
How can managers 'support' their teams?
“Managers play a powerful role in shaping mental health in the workplace,” says Rohita. “Listening well, showing genuine concern, respecting boundaries and fostering trust are essential steps that bode well. Creating a culture where employees feel safe and secure to be open about their problems can make all the difference.”
In short: managers can make or break the organization.
Sweta adds, “360-degree feedback, mandatory emotional intelligence training before promotion, and leadership accountability metrics are key. Mentorship for managers is underrated, but it works.”
Do Indian workers have legal rights to sick leave and festival holidays?
“Such specific laws do not exist,” clarifies Hyderabad-based lawyer Ramakanth, who has been working in the field of corporate law for the past two decades. “Workers' compensation laws define a number of rights, but designated vacation days vary by industry and position. Protections exist, but they rarely lead to significant or meaningful results.”
Ramakanth adds, “India is a service-driven country. HR personnel and managers are not only to blame; they too have objectives. Laws exist and seem strong on paper, but pursuing them may not be feasible for most employees. And that's what it comes down to.”
HR staff and managers are not alone to blame; they too have goals – advocate Ramakanth
5 ways managers can take things a step further
Priya Rajiv lists five ways managers can communicate respectfully with their teams.
