CEO tells employees ‘Don’t Leave,’ then forces mass resignations. What happened?

A Reddit user shared his concerns after his wife's company was acquired by a larger organization. Initially, employees were reassured that no layoffs would occur, but the situation took an unexpected turn when they were suddenly asked to resign. The company claimed they would be offered jobs elsewhere, raising suspicions about the legitimacy of the move.

The user explained that his wife had been working at the company for three years and was assured by the founder that the acquisition would be beneficial for all employees. However, she and her colleagues received an abrupt meeting invite where they were informed that they could resign immediately and would be provided opportunities in another company. This sudden development left her uncertain about her rights and whether she was entitled to severance pay. She scheduled a call later that evening to gain more clarity.

Following the call, the founder instructed employees to submit their resignation via email, promising to confirm it officially. He stated that she would receive her salary until March 31st along with two months of severance pay. To ensure proper documentation, the Reddit user advised his wife to send a well-structured email summarizing the discussion, explicitly listing the salary payment until March 31st and the promised severance package. He also suggested requesting a written confirmation to prevent future disputes.


Seeking additional advice, he asked the online community if anything else should be included in the email to protect her rights. He also inquired about possible legal actions in India in case the company altered its stance or delayed payments.

Internet reacts

One user pointed out that this is a common strategy used by employers to sidestep legal obligations. They advised demanding at least six months of severance pay, in addition to the notice period payout and encashable leave. They emphasized the importance of securing everything in writing and suggested gathering key documents like the employment agreement, recent performance reviews, and leave records. They strongly cautioned against signing a resignation letter without a formal written commitment on total compensation.

Another commenter recommended not resigning at all, as termination would ensure all entitled benefits, including severance pay.

A different perspective acknowledged the advice about refusing to resign and demanding severance but suggested a more pragmatic approach for those unwilling or unable to fight legally. They proposed negotiating extra time to secure another job before resigning with immediate effect. In most cases, companies would agree since it still benefits them by avoiding severance and legal costs. They noted that candidates with shorter notice periods often have an advantage in job searches. While they supported standing up for one’s rights, they advised considering personal risks and choosing a non-confrontational exit if necessary.