Office health check-up detected cancer; high-performing manager forced to quit now pushing for anti-discrimination law

A routine health check organised by his company changed Santosh Patole’s life in more ways than one. The senior manager at a multinational firm discovered he had thyroid cancer during the mandatory check-up in May 2025. Within weeks of beginning treatment, he faced another blow — his employer asked him to leave. Now, after battling illness, job loss and even staging a hunger strike, Patole says he wants a new law to protect employees facing serious medical conditions.

A diagnosis that came without warning

Patole had attended the health check-up organised by his organisation like any other employee. But his reports raised red flags.

Doctors soon confirmed that he had thyroid cancer. According to medical advice, the tumour had likely been growing quietly inside his body for nearly one-and-a-half years.


Also Read: Monalisa Marriage: Who is Kumbh Mela girl's husband Farman Khan and how did she meet him? Her Kerala story explained

He underwent surgery soon after the diagnosis and began treatment. The company’s medical insurance policy covered the medical expenses, which offered some relief during the difficult phase.

But while Patole was still processing the diagnosis and focusing on treatment, another shock awaited him.

"It came as a shock to me! I did not know what went wrong as I had a strong professional track record with consistent outstanding performance, multiple promotions, bonuses, and recognition awards during my tenure."

Job loss during cancer treatment

In July 2025, barely weeks after the diagnosis, Patole says his employer asked him to leave the organisation.

Already dealing with the emotional and physical toll of cancer treatment, the decision left him devastated.

Also Read: PNG also hit after LPG cylinder shortage; IGL imposes 20% cut on piped gas supply for these Delhi-NCR users

After taking a few days to absorb the development, he wrote an email asking the company to explain why he had been terminated. When no reply came for nearly a month, he sent a legal notice.

“I was then called to the office and told that there were some anomalies in my work, but they were not able to give any concrete evidence or explanation. My question was: why was I not informed about it earlier, and was I the signing or approving authority? They did not have any concrete answers.”

Hunger strike to seek justice

Patole says he repeatedly requested the company to reconsider its decision, explaining that he still needed the job and was capable of working.

“All I wanted was for the company to take me back because I really needed the job at that point, and I was in a position to work. But despite my several pleas, they did not budge. When I posted on my LinkedIn that I intended to go on a hunger strike, they contacted me again—but only to stop the strike from happening. They were not willing to give me any written assurance.”

Left with few options, he went ahead with the hunger strike.

“There seemed to be no end to my miseries. I went on the hunger strike, but on the fifth day I had to forcibly end it because of my deteriorating health.”

The protest drew attention online and in the media, bringing focus to the issue of medical discrimination at workplaces.

Why he believes India needs a new law

Patole believes his experience points to a broader problem within India’s workplace ecosystem.

"It reflects a systemic gap in Indian labour and employment laws, where there is no clear statutory mechanism addressing discrimination against employees undergoing serious medical conditions such as cancer or other critical illnesses. While India has enacted the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 which created an internal complaint mechanism (POSH) to address workplace harassment, no similar institutional mechanism exists to address medical discrimination at workplaces."

Employees dealing with serious illnesses often face sudden termination, forced resignations or limited grievance options in private organisations, he says.

A push for policy change

Despite his ongoing health challenges and unemployment, Patole says he is now focusing on pushing for legislative reform.

He is working to introduce a Private Member Bill aimed at addressing medical discrimination in workplaces. The proposal seeks to create a structured mechanism, similar to the POSH system, to handle complaints related to discrimination against employees undergoing serious medical treatment.

The idea is to prevent discrimination during medical crises, provide a formal grievance redressal system and ensure fair employment practices.

Patole hopes lawmakers will raise the issue through a Zero Hour question in legislative forums to draw attention to the need for policy change.

A larger debate on workplace ethics

Patole’s story has opened a wider conversation about how companies treat employees during medical emergencies.

For many professionals, years of hard work and loyalty to organisations do not always guarantee support during personal crises. Critics say such cases highlight the imbalance of power between corporations and employees, particularly when health and livelihood collide.

As Patole continues his fight, he says the goal is not just personal justice but a system that protects workers facing life-threatening illnesses so they do not also have to battle for their jobs.