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A Bengaluru banker’s simple sick leave request turns into a surprising lecture on work ethics from the boss—complete with multiple grammatical errors.
A Sick Leave Request Gone Awry: When a Simple Message Became a Grammar Lecture Bengaluru
In corporate India, the act of requesting a sick leave is usually procedural — an email, WhatsApp message or leave application suffices. But in an incident that’s gone viral, a banker in Bengaluru watched his routine request turn into a tedious lesson on “work ethics” from his boss — complete with grammatical scolding. What should have been a few lines conveying illness became a public spectacle on hierarchy, workplace expectations, and the perils of language policing.
This episode, though perhaps small in scale, touches on deeper issues: power dynamics in workplaces, how formality is enforced, communication norms, mental health, and the boundaries between professionalism and abuse.
Let’s walk through what reportedly happened, what it signals, and what lessons both employees and employers might take away.
The Incident: From Sick Leave to Lecture on “Discipline”
The core facts (as gathered from media reports and circulating screenshots) run like this:
- A banker in Bengaluru fell ill and sent a message to his superior requesting a sick leave.
- Instead of a simple acknowledgement or an inquiry about his health, the boss replied with a lengthy reprimand about “discipline,” “work ethics,” and how to communicate properly.
- In that reply, the boss’s own writing contained grammatical errors, which added an ironic twist to the scolding.
- The boss reportedly questioned the employee, “Who taught you discipline?” (or a variant thereof), in chastising him for his leave request phrasing.
The exchange has since circulated on social media and in internal offices as a caution—or a lesson in poor leadership.
While the exact identities and full conversation haven’t been officially verified in mainstream outlets, the incident resonates deeply with many workers who have faced disproportionate reactions for innocuous or routine requests.
The Anatomy of a Power Play
On the surface, this is about language and leave. But zoom out, and what emerges is a microcosm of workplace culture and hierarchy.
1. Hierarchy and Control
In many Indian offices, the boss‑subordinate relationship is steeped in power dynamics. Even a simple “Sir, I am unwell, will not come today” can be subject to heavy scrutiny. The boss’s lecture is a subtle (or not‑so‑subtle) reminder: “I hold not just managerial power but cultural authority over how you speak, what you say, and when you do it.”
By admonishing the employee’s phrasing, the superior asserted control not just over the leave but over acceptable expressions and manners. It’s less about the content and more about enforcement of deference.
2. Language Policing and Hypocrisy
The irony is acute: the boss, while demanding grammatical perfection, failed to deliver it himself. This kind of behavior—requiring others to abide by higher standards than the enforcer—is common in hierarchical settings. It reinforces the idea that standards are tools to exert influence, not necessarily standards of fairness.
Moreover, in multilingual workplaces, employees often write in a non-native second or third language (English). To penalize them for imperfect grammar, while expecting flawless expression, can stifle communication and discourage initiative.
3. Emotional and Psychological Impact
For the employee, what was meant to be a vulnerable act—claiming illness—became a moment of judgment. The emotional weight of being lectured, publicly or privately, can lead to anxiety, fear of taking leave in future, lowered morale, and diminished trust in management.
Employees may internalize the message: “I’m not allowed to err, speak simply, or ask for help.” That’s a toxic culture for health, well-being, and productivity.
4. Reflection of Broader Work Culture
This incident is not isolated. Indian workplaces often prioritize appearances, rigid formalities, and hierarchical compliance. The culture of “you must address me as ‘sir’,” “you must avoid mistakes even when giving personal updates,” or “leave must be phrased in perfect English”—all of this is entrenched in many offices.
A related viral case in mid-2025 saw a manager scold an employee for not using “sir” in a sick leave text, even as the manager’s own texts were riddled with mistakes. That episode sparked debate on overly rigid communication norms and hierarchical expectations.
Why This Strikes a Chord
Several elements make this story resonate and provoke discussion:
- Relatability: Many employees have experienced overreaction to simple requests. Most have had bosses who nitpick style, tone, or format.
- Irony and hypocrisy: The boss’s irony (lecturing on language while making errors) gives the situation an element of poetic justice.
- Power asymmetry: The imbalance between boss and subordinate makes such episodes deeply unfair, fueling frustration.
- Cultural norms vs modern workplaces: India’s hierarchical culture clashes with newer ideals of psychological safety, open feedback, and human-first workplaces.
In forums and on social media, many have echoed: “If asking for leave invites a grammar lecture, how many leaves will ever be taken?” The discourse has opened up about mental health, burnout, and fear of vulnerability at work.
Lessons for Employers & Managers
If you’re in a leadership or managerial role, here are some takeaways to avoid becoming the “grammar policeman”:
1. Empathy Precedes Policing
When an employee says they’re unwell, lead with empathy and check on their health. If needed, ask for a doctor’s certificate or follow up, but not as a first response. Respect their human condition first, employee status second.
2. Communicate Criticism Privately and Thoughtfully
If there’s a genuine need to improve the tone or phrasing of workplace messages, it should be done in private coaching, not public scolding. Focus feedback on clarity—not grammar perfection.
3. Practice What You Preach
If you demand high standard of communication, model it. Don’t belittle or scold others for mistakes you yourself make. That undermines credibility.
4. Allow Informality in Internal Communication
Rigid formatting, perfect alignment, and literary English are not always necessary for internal comms. Allow room for simple, honest messages. After all, most internal communication is about content, not poetry.
5. Create Safe Spaces for Vulnerability
Encourage employees to report illness, mental stress, or burnout without fear of backlash. The path to productivity runs through trust, not fear.
6. Revisit Workplace Norms and Culture
Reassess whether the culture is built on compliance or creativity, respect or deference. Training on communication, inclusive leadership, and psychological safety can go a long way.
Advice for Employees: How to Navigate These Waters
If you ever find yourself at the receiving end of such a lecture or critique, here are strategies:
1. Stay Calm and Professional
Don’t respond defensively. Acknowledge the feedback, assure that you will take care, and follow up with the substantive request.
2. Seek Clarity on Expectations
If your boss insists on phrasing tasks a certain way, politely ask for examples or templates. That way you align rather than guess.
3. Keep Records
Save your original message and the reply. If escalation is needed (HR, higher management), having documentation helps.
4. Request Constructive Feedback
If your boss criticizes wording, ask for clarity: Which parts were unclear? How would you have phrased them? This can turn shaming into growth.
5. Find Ally Networks
Talk to mentors, HR, or peers. You’d often find others who’ve been in similar circumstances. Workplace forums or internal groups can help you feel less isolated.
6. Know When to Escalate or Exit
If the criticism turns abusive, belittling, or chronic, you may need to escalate to HR or consider moving to a healthier environment.
Broader Implications: What This Says About Indian Work Culture
A. Language as Gatekeeper
English plays a disproportionate role in many Indian workplaces. Though many employees speak and write in less-than-perfect English, they are judged harshly. Linguistic gatekeeping becomes a barrier for talent, confidence, and expression.
B. Power and Respect Codes
Many offices still run on fealty, honorifics, and rigid respect codes. “Sir” has become less of courtesy and more of automatic demand. Critiquing that norm is harder than enduring it for many employees.
C. Burnout, Fear and Hidden Stress
When a simple leave becomes a battleground, employees begin to hesitate in seeking rest. Over time, fear of judgment or reprisal may keep people working while sick, contributing to burnout or suboptimal performance.
D. The Role of HR, Policy and Training
Organizations without internal guidelines on respectful communication, leave norms, or grievance redressal are vulnerable. HR must build policy frameworks to protect workers from arbitrary behavior.
E. Public Accountability in the Digital Age
Because this and similar incidents trend online, workplaces are under public scrutiny. Social media amplifies employee voices, forcing organizations to reckon with culture, not just output.
A Comparative Look: Similar Cases That Stirred Debate
Though not identical, several recent incidents echo this theme:
- The case of an Indian manager demanding “sir” in a sick leave text sparked widespread debate on communication norms.
- In many firms, employees have shared screenshots of being reprimanded for texting “ok” or failing to use formal salutations.
- In some startups and modern companies, “no email after hours,” “walk in if urgent,” or “don’t punish for leave” policies are instituted to counter the old norms.
Such stories resonate because they touch core anxieties: Am I safe to speak? Will I be judged for simplicity or honesty?
Concluding Thoughts
What began as a routine sick leave request became a moment of cultural reflection. This Bengaluru banker’s misfortune of receiving a lecture on “discipline” and “work ethics” in flawed English has now become a case study on the subtle violences of workplace culture.
For employees, it’s a reminder: your voice, your health, your simple requests matter. You deserve respect, empathy, and clarity — not grammar policing.
For leaders, it’s a warning: performance does not justify demeaning behavior. Language should unite, not humiliate; criticism should build, not break; power should guard, not intimidate.
In the evolving future of Indian workplaces, the human element must come first — whether the leave request is phrased in perfect English or not.
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