In a case raising significant workplace concerns, Tata Consultancy Services (TCS) recently terminated a woman employee who had filed a sexual harassment complaint against her manager five years ago. The employee, identified as Revathi (name changed), had been with TCS for over 11 years before her dismissal on 29 August.
TCS cited Revathi’s social- media posts and conduct as reasons for her termination. The company referred to two news articles and statements by labour unions in its termination letter. These sources reportedly highlighted workplace harassment concerns and were deemed by TCS to have breached company policies.
The letter claimed that Revathi’s employment ended due to her actions during the period when her case was pending in court.
Revathi has challenged both her termination and the labour court’s ruling, which had earlier favoured TCS in the sexual harassment case. She has taken her appeal to the Madras High Court, which has granted an interim stay on further proceedings.
In her petition, Revathi alleges that TCS dismissed her without specifying any instances of misconduct or policy violations. She also contends that the company failed to follow due process in her termination.
Revathi’s lawyer criticised TCS’s actions, stating that the company provided no concrete evidence of wrongdoing. The lawyer argued that TCS’s decision lacked fairness and violated procedural norms.
This incident has sparked widespread debate about how organisations handle harassment complaints. It raises critical questions about whether employees, especially women, face retaliation for speaking out against workplace misconduct.
Should employees fear losing their jobs for seeking support from external sources such as the media or labor unions? Critics argue that such actions may discourage victims from reporting harassment, undermining efforts to create safe and inclusive workplaces.
The case could set a significant precedent for how companies handle sensitive workplace issues in the future. As the Madras High Court reviews Revathi’s petition, many await its decision to see if it will address concerns about fairness and employee protection.
9 Comments
First time I heard that women get fired due to sexul harshment.
Same issue was happened with me 2 years ago but in different company. I am a male employee.
I have raised complaints against manager but after 4 -5 days,
One woman employee raised wrong complaints against me and all dept. they have trapped me wrongly and mentally torched me after that i had attempted suicide and after that company had been suspended me 70 days and after that company terminated me wrongly. No justice in this country because i am belongs to very poor family.
No. Because you are male employee. There are no laws to protect men at all.
There is no justice in this country.
The women has worked for 11 years in TCS. She was terminated when Madras High Court stay order was in force which is violation of court order. 11 years is a long period and organization has kept the women on role. Hence it is very clear she has not received justice. Court must take serious action on management, labor office and those who have used influence.
She may be able to work in TCS. Hence she must be compensation which should be full salary including all all allowances until her super annuation age. It must be a example for all organizations.
Infact paper written constitution,Laws, Rules, Regulations , Guidelines etc are just proving tools of misuse for taking advantage of women in matters of sexual exploitations by literate and cuninng capitalists, leaders and business people. So, they are just workplaces to keep women. So just do not be in hurry to join any company. Rather try to do your own business women. Create your own safe workplaces.
She should have raised a complaint on the Me Too portal.
Tata always does this, not only in india but overseas too. I am a victim of the same. Tata has horrible culture i believe
The reason for termination is not about that subject matter before the court pending. So no contempt. But she should have been told the wrongs committed by her in a charge memo and due process followed to take any decision. We are not aware full details. Let us hope the woman does not play havoc and the Institution does not encourage sexual harassment.