A viral Reddit post has highlighted how an employee turned the tables on management after being cornered with a secret negative performance review and denied a salary increment. Instead of accepting the company’s initial offer to exit with just one month’s pay, the employee walked away with a settlement worth three months’ severance.
The case was shared online by a lawyer, who explained that the employee was initially pressured to resign within 30 days. Instead of complying, they used the company’s own HR policies and internal governance rules to build a strong case. What began as a simple HR dispute quickly escalated into a potential corporate- governance issue — something the management could not ignore.
The strategy was straightforward but effective. The employee documented the unfair practices, highlighted violations of grievance- redressal policies, and prepared to escalate the matter to the company’s board through its Articles of Association. Faced with the threat of a formal governance complaint, the management relented and agreed to a cleaner, more favourable exit package.
The lawyer noted that the incident demonstrates an important principle: a company’s first settlement offer is rarely final. Employees who understand internal policies, and are willing to push back professionally, can often negotiate better terms without resorting to lengthy court battles.
The post has triggered wide discussions online. Many users praised the approach as an example of “fighting smart” in the workplace, while others shared stories of being forced out without recourse. Some pointed out that most employees do not resist because they assume legal disputes will drag on, but this case showed how knowing one’s rights can lead to a fairer outcome.
The incident has struck a chord on social media, underscoring the power of documentation, persistence, and awareness of workplace rights in securing justice during employment disputes.
Source – https://www.hrkatha.com/news/employee-secures-triple-severance-against-secret-negative-review/