Workplace stress and long hours are often talked about, but what happens when an employee decides to quit and is not allowed to? A recent post on Reddit has brought this question into focus after a worker claimed his resignation was delayed while his workload only kept increasing, leaving him feeling stuck and frustrated.
Resignation stuck, workload rising
In the post, the employee described how his team was downsized earlier this year with the explanation that work had reduced. But according to him, the reality turned out very different. He wrote that “there’s 12+ hours of work each day for poor pay, and the work culture is very poor as well.” He also pointed to long daily stand-up calls, constant tracking of tasks, and what he felt was excessive micromanagement.
After weeks of dealing with this, he said he decided to quit and sent a resignation email on March 23, clearly mentioning the “unbearable workloads.” However, things did not move as expected. Instead of a clear response, he received what he described as a vague HR reply filled with formal language that did not confirm acceptance.
What made things more complicated, he explained, was an internal system where employees cannot initiate their own exit process. That step has to be done by the manager. Despite repeated follow-ups, he claimed the manager did not take action.
He is gaslighting me
The situation escalated in early April when, after further follow-ups, the manager responded with a detailed email. The employee alleged that the response tried to downplay his concerns. He wrote that his manager was “gaslighting on how my workload wasn’t that much.”
In response, the employee said he shared detailed proof of his workload to counter those claims. Even then, while he eventually received an acknowledgement of his resignation, it still wasn’t formally accepted or initiated in the system. Meanwhile, he claimed that “my workload has increased even more.”
The employee ended his post by asking others if there was a way to handle the situation without escalating it and risking his professional record.
Internet users weigh in
The post quickly drew responses from others, many of whom suggested that acceptance is not always required for a resignation to be valid.
One user advised, “Just sent a email with simple one line that you are resigning and your last day is xyz.” Another added that in India, “there is no law mandating an ‘acceptance’ of resignation,” suggesting the employee should calculate his last working day based on the notice period.
Some responses also recommended limiting work during the notice period and keeping clear documentation. One commenter wrote, “Document everything and keep it as proof,” while another suggested informing HR formally and sticking to the notice timeline regardless of system delays.
It is also worth noting that in many companies, resignation handling and notice period processing are governed by internal HR policies and employment contracts, which can vary widely from one organisation to another. In some cases, delays in system updates or managerial approvals can create confusion around an employee’s official last working day.
Comments adviced employees to keep written records of all resignation communications, including emails and responses, as these documents can help avoid disputes later regarding notice period completion, relieving letters, or final settlements.