An employee’s complaint about workplace pressure has sparked an important discussion about work-life balance, employee rights and toxic management practices. The employee reportedly claimed that their boss threatened to give them a negative performance review for missing office meetings while they were already on approved leave. The situation has raised a familiar question among working professionals: does taking approved leave mean employees must still remain available for office work?
The incident, highlighted in a News18 report, has brought attention to the growing expectations placed on employees even outside their regular working hours. Many people believe that leave should offer an opportunity to rest, spend time with family and take a break from professional responsibilities. However, situations like this raise concerns about whether employees are truly allowed to disconnect from work.
Employee Says Boss Threatened A Negative Performance Review
According to the report, the employee shared their frustration after facing pressure from their manager to attend office meetings despite being on approved leave.
The employee reportedly felt trapped because refusing to participate in meetings could affect their performance evaluation. A negative performance review can have serious consequences, including affecting salary hikes, promotions and future career opportunities.
For employees who depend on their monthly salary, such threats can create considerable stress. They may feel forced to choose between enjoying their approved leave and protecting their professional future.
The situation also raises questions about how managers should communicate with team members when they are officially away from work.
Why Approved Leave Should Mean Time Away From Work
Employees request leave for different reasons. Some want to spend time with their families, while others need time to travel, attend personal commitments or simply take a break from their daily routine.
Once leave is approved, employees generally expect to be free from regular work responsibilities during that period, unless a specific arrangement has been agreed upon.
Imagine an employee who has planned a family trip after receiving approval from their manager. They have booked tickets, arranged accommodation and informed their family members. However, the manager suddenly expects them to attend multiple online meetings.
Such situations can spoil personal plans and create unnecessary pressure.
While certain emergencies may require communication with an employee, regularly expecting people to attend meetings during approved leave can create an unhealthy workplace environment.
Performance Reviews: A Tool For Growth Or A Source Of Pressure?
Performance reviews are an important part of corporate life. Companies use them to evaluate employee performance, identify areas for improvement and make decisions about promotions and salary increments.
However, performance assessments should ideally be based on an employee’s actual work, productivity, responsibilities and professional behaviour.
Threatening someone with a poor review simply because they could not attend a meeting during approved leave raises concerns about fairness.
For example, an employee might complete all assigned tasks before going on leave, maintain good communication and deliver projects on time. If their performance is still marked negatively because they were unavailable during an approved absence, the evaluation may not reflect their actual contribution.
Managers should clearly distinguish between genuine performance issues and an employee’s decision to use approved leave.
Work-Life Balance Is Becoming A Major Workplace Concern
The incident also highlights a bigger issue affecting employees across different industries: the difficulty of maintaining a healthy work-life balance.
With smartphones, laptops and online meeting platforms, employees can now be contacted almost anywhere. While technology has made remote working easier, it has also blurred the boundaries between professional and personal life.
An employee working in Bengaluru, Hyderabad, Mumbai or Gurugram may finish their office hours but continue receiving work messages late at night. Some employees are also expected to respond to calls during weekends and holidays.
Over time, these expectations can lead to stress, frustration and burnout.
Employees need time away from work to recharge. A healthy workplace should recognise that personal time is important for maintaining long-term productivity.
Why This Incident Feels Relatable To Indian Employees
The issue is particularly relatable in India, where many professionals work in demanding corporate environments.
Employees in IT companies, startups, banking, consulting and other sectors often deal with tight deadlines, frequent meetings and demanding managers.
In some workplaces, employees hesitate to reject additional work because they fear being labelled as uncooperative. Others worry that saying no to their managers could affect their annual appraisals or promotion opportunities.
For instance, an employee who has applied for three days of approved leave may still receive messages asking them to join an important discussion. Even when the employee explains that they are unavailable, the pressure may continue.
This creates a situation where employees technically have leave but cannot enjoy it peacefully.
Of course, not every workplace follows this approach. Many companies have proper leave policies and encourage managers to respect employees’ personal time. However, incidents like this highlight why workplace boundaries matter.
Can Employees Be Forced To Attend Meetings During Approved Leave?
This is an important question raised by the incident.
In India, employee leave entitlements and workplace conditions depend on the applicable labour laws, employment category, state rules and company policies.
There is no single rule that automatically covers every employee and every type of leave.
Generally, employees should understand their company’s leave policy and employment terms. They should also maintain written records of approved leave and any communication requesting them to work during that period.
If an employee faces repeated pressure or believes their performance evaluation is being unfairly affected, they can consider discussing the matter with their HR department.
Keeping communication professional and documented can help avoid misunderstandings later.
What Should Employees Do In Such Situations?
Employees facing similar situations should avoid making emotional decisions immediately. Instead, they can take a few practical steps.
-
Keep written proof: Save emails or messages confirming that the leave was approved.
-
Ask for clarification: Politely ask the manager why attendance is required during the approved leave.
-
Understand company policies: Check the official rules regarding leave, availability and performance assessments.
-
Contact HR: If pressure continues, explain the situation to the HR team with relevant records.
-
Maintain professionalism: Communicate clearly without getting involved in unnecessary arguments.
These steps may help employees protect their interests while maintaining a professional relationship with their organisation.
Managers Also Have A Responsibility To Respect Boundaries
A good manager should understand that employees are human beings with responsibilities outside the office.
Employees may be dedicated to their jobs, but dedication should not mean being available 24 hours a day.
If an important meeting needs to be scheduled, managers can plan it before an employee’s leave begins or arrange for another team member to handle the discussion.
In genuine emergencies, contacting an employee may sometimes be unavoidable. However, such situations should not become a regular expectation.
Companies also need to ensure that performance reviews are transparent and based on measurable contributions rather than personal disagreements or unnecessary availability expectations.
Internet Users May Have A Lot To Say About Workplace Culture
Stories involving employees and demanding managers often generate discussions because many working professionals can relate to the experience.
Some employees believe that managers should respect approved leave without repeatedly contacting their team members. Others may argue that certain roles involve responsibilities that occasionally require availability outside regular working hours.
However, there is an important difference between requesting help during a genuine emergency and threatening an employee’s career for taking approved leave.
The incident has once again brought the conversation around employee well-being and workplace expectations into focus.
Conclusion
An employee’s experience of being threatened with a negative performance review for missing meetings during approved leave raises important questions about modern workplace culture.
Employees have professional responsibilities, but they also deserve personal time away from work. Taking approved leave should not automatically make someone feel guilty or anxious about their career.
Ultimately, a successful workplace is not just about meeting deadlines and attending meetings. It is also about building trust, respecting boundaries and treating employees fairly.
What do you think? Should managers be allowed to expect employees to attend office meetings during approved leave? Share your opinion.