While highlighting issues of employee rights and company accountability, a TCS employee based in Mumbai has emerged victorious after being forced to resign while attending to his father in the ICU.
TCS Employee Wins Gratuity Case After Forceful Resignation
As per this latest development, Mumbai-based TCS employee has won a significant victory against the company alleging that he was forced to resign during a family medical emergency.
The IT firm also denied his rightful gratuity.
This case has reached the Mumbai labour office and it has raised serious questions regarding the termination practices at one of India’s largest IT companies.
This incident, which occurred last year, drew attention after the employee approached the Labour Office to contest TCS’ denial of his gratuity, despite having sufficient leave balance.
The said employee had served TCS for seven years and he was pressured by the Indian IT major to resign during his emergency leave.
In this regard, the Forum for IT Employees (FITE) tweeted, “Despite having sufficient leave balance, TCS not only pushed him to resign but also denied his gratuity.”
In response to this complaint, the Mumbai Labour Office summoned TCS management to justify their actions.
In addition to this, the Labour Commissioner warned the company about unfair labour practices further ordering them to pay TCS the full gratuity for the employee’s seven years of service.
Basically, this case adds to a series of concerns which have been raised about TCS’ handling of exits in recent months.
This is not the only incident as there is another incident which was reported involving a senior employee with 29 years of industry experience and 14 years at TCS, who alleged he was forced to quit while awaiting surgery.
Justice Served – TCS Was Ordered To Pay Full Gratuity
This is not the only concern as the staffers were asked to choose between accepting limited severance packages or facing immediate termination as claimed by the IT employee forums.
“The Labour Office / Labour Ministry has full authority to question and challenge any company’s internal policies—layoffs, forced resignations, wrongful terminations, or withheld dues. Come forward. Report issues. Your rights are protected only when you raise your voice,” FITE emphasized the broader lesson and the employee ultimately received the full gratuity amount.
The Private job employees can treat this case as a reminder for employers that legal avenues exist to challenge unfair workplace practices.
One should not forget that raising concerns can result in a successful resolution even against large corporations.
