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What Is Revenge Quitting? Why Employees Are Quitting Jobs With Extreme Reactions? HR Expert Explains

February 10, 2025, 10:26 am

A rising workplace trend known as ‘revenge quitting’ is making waves in the corporate world, with employees dramatically resigning as a way to express their frustrations. Indore-based HR and administration expert Gurkaran Singh recently brought attention to this phenomenon in a viral LinkedIn post, highlighting how it differs from ‘quiet quitting.’

Singh described revenge quitting as an emotionally charged and dramatic exit, often fuelled by frustration rather than simple disengagement. “Unlike quiet quitting, where employees gradually withdraw, revenge quitting involves a sudden and impactful departure—driven by the need to make a statement,” Singh explained.

Why Are Employees Quitting So Abruptly?

According to Singh, the primary drivers of revenge quitting include unfulfilled promises, toxic work environments, and lack of recognition. Employees reach a breaking point due to micromanagement, workplace favoritism, or even a single harsh interaction from a superior.

“Overwork without appreciation, office favoritism, or an abusive remark on the floor—anything can push an employee over the edge,” Singh noted. He cautioned that companies ignoring employee well-being might face sudden resignations that disrupt business operations.

His advice to corporate leaders? “Listen, engage, and act before it’s too late!”

Social Media Reacts to the Trend

Singh’s insights sparked widespread discussion on LinkedIn, with professionals sharing their perspectives and experiences.

One commenter stated, “Employees leave when they feel unheard and undervalued. Happy teams equal productive teams. Leaders need to foster a healthy work culture before it’s too late!”

Another user echoed this sentiment, saying, “Revenge quitting is a wake-up call for organisations. People don’t leave jobs—they leave toxic environments, broken trust, and unfulfilled promises.”

Many employees shared personal stories of toxic workplaces that led them to quit suddenly. “Most companies don’t even acknowledge revenge quitting. They continue toxic practices, unaware that they’ve already crossed the line,” one user remarked.

Others pointed out that businesses often fail to recognise their role in creating such scenarios. “Companies spend millions on hiring but ignore employee satisfaction. The result? High attrition rates and lost talent.”

A Wake-Up Call for Corporate Leaders

The rise of revenge quitting serves as a stark reminder for businesses to prioritise employee well-being. Companies that fail to create a positive, supportive work culture risk losing valuable talent in an era where employees are increasingly unafraid to take a stand.

With workplace dynamics evolving, the message is clear: listen to employees, value their contributions, and foster a healthy work environment before they decide to walk away—for good.

Company’s ‘No Sick Leaves’ End Of Year Policy: Blackout On Vacation

November 21, 2024, 1:02 pm

A workplace policy imposing a ban on vacation days and sick leaves during peak work periods has ignited a firestorm on social media. The notice, shared on Reddit, drew widespread criticism for its rigid rules, particularly the restriction on sick leave, which many viewed as unreasonable.

The post featured a photo of the notice, which read:

“From November 25th, until December 31st, there is a blackout on vacation days, time off, and there will be no exceptions for calling off or taking sick days. Given that these are our busiest days of the year, we will need all hands on deck. Thank you.”

The employee who shared the post expressed frustration, stating, “Why does corporate think this is ok? God forbid I get sick. Company doesn’t give a s**t.”

HAVE A LOOK AT THE VIRAL POST:

Why does corporate think this is ok?
byu/Goodn00dl3 inmildlyinfuriating

Social Media Reactions: Jokes, Criticism, and Comparisons

The policy drew ridicule and sympathy from Reddit users, with many sharing their own workplace horror stories.

“If you die, you have to inform management 3 days prior,” joked one user, highlighting the absurdity of the restrictions.
Another chimed in, “I know a guy who owns a company where no one is allowed off during summer. Staff are overworked, underpaid, and treated poorly. Yet, he complains about high turnover and ‘nobody wanting to work.’”

In contrast, users also shared examples of compassionate workplaces. One commented, “There’s a local coffee shop near me owned by two sisters who close the shop every January and still pay their staff. It’s their way of saying thank you and allowing everyone to recharge.”

Others suggested humorous responses to the policy. “Call in with something highly contagious and ask to meet your manager to ensure it’s okay to work,” quipped one Redditor.

A Broader Conversation on Workplace Policies

The backlash against this notice has reignited debates about workplace conditions and employee rights. While businesses face challenges during peak seasons, critics argue that policies like these prioritize profits over employees’ well-being, potentially creating toxic work environments.

The viral post underscores the growing demand for fair treatment and flexibility in the workplace, as well as the importance of a healthy work-life balance.

New Work-Life Balance: Junior Employee’s ‘Stayed Late, So I’ll Sleep In’ Text to Boss

November 14, 2024, 9:31 am

In a recent social media post, lawyer Ayushi Doshi expressed surprise at a junior associate’s request to arrive late at work after staying late to finish his tasks the previous day. This post quickly ignited discussions around workplace expectations and work-life balance, with many rallying behind the junior’s approach to managing his time.

Junior’s Request for Flexible Hours Raises Eyebrows

Doshi shared a screenshot of the message her junior had sent, explaining he would be arriving late the following day due to an extended shift that ended at 8:30 pm. In her caption, she commented, “I can’t believe my junior sent me this. Today’s kids are something else. He stayed late, so now he’s going to show up late to the office to ‘make up’ for it. What a move! I am speechless.”

HAVE A LOOK AT THE VIRAL POST:

I can’t believe my junior sent me this. Today’s kids are something else. He stayed late, so now he’s going to show up late to the office to “make up” for it. What a move!?? i am speechless mahn. pic.twitter.com/iNf629DLwq

— Adv. Ayushi Doshi (@AyushiiDoshiii) November 12, 2024

The message read, “Hi sir and ma’am. I will be coming tomorrow at 11:30 am because I am currently leaving the office at 8:30 pm.” Doshi went on to clarify her viewpoint in the post, mentioning that the junior was given a three-day deadline to complete a task that typically takes a day. While his hours were 10 am to 7 pm, she explained that he needed only an additional 1.5 hours to meet the deadline. However, she added that she felt his time was not fully utilized due to phone distractions, which contributed to the need for extended hours.

Social Media Response: A Call for Respecting Personal Time

Doshi’s post attracted a mixed reaction, with some supporting her stance but many others advocating for better work-life balance. One user commented, “Choice 1: To not force junior work late and be a good human. Choice 2: Force to work late and then post on Twitter to get likes.” Doshi replied, noting, “Choice 3: Work late, tweet insults, then wait for the likes from people who’ve never met a deadline in their life.”

Others shared a different perspective, pointing out the value of flexible working hours. “Maybe he’s trying to make sure he’s as productive as possible without burning out. Younger employees sometimes bring a refreshing perspective on how to maintain efficiency without compromising their well-being,” one user wrote.

Some highlighted how the legal profession often normalizes overtime. “Our profession has made this toxic exploitation the norm. There is nothing wrong with what your junior is expecting. You pay him for the hours he puts in, not for the draft. If his hours don’t qualify as good enough, then YOU hired the wrong junior,” wrote another.

In an era where work-life balance is increasingly valued, this incident has sparked renewed discussions about respecting employees’ time, especially when they go beyond regular working hours to meet deadlines. For many, the junior’s approach serves as a reminder of the importance of sustainable work practices.

‘Breakup Leave’: Worker Takes Time Off, Boss’s Reaction Triggers Mental Health Debate

November 8, 2024, 10:31 am

A recent viral post has set social media abuzz after a manager, Krishna Mohan, criticized a Gen Z employee for taking a week-long leave to recover from a breakup. Mohan, sharing his frustration on X, revealed that his team member announced an abrupt break during a critical project phase to “go to the mountains” and “heal from his breakup.” The remark struck a nerve online, with many defending the employee’s right to mental health support, prompting a heated debate on work-life balance and generational perspectives on mental health.

Mohan’s post read, “One of my Gen Z team members suddenly declared a 1-week leave. It was a critical time of the project, so I tried to reason with him, but he did not budge.” He added, “The leave was because he had a breakup, and he wanted to go to the mountains to forget about it.” In a follow-up post, Mohan expressed frustration, stating, “Believe me, it was one-way communication. I had to manage the project repercussions alone.”

Social Media Responds With Strong Reactions

The response to Mohan’s comments was swift and pointed, as social media users rallied to defend the Gen Z employee’s decision. One user emphasized, “Better to give them a break than overwhelm them with deadlines when they’re already under the weather. Less suicidal tendencies, the better.” Another added, “So, according to you, mental health is nothing.” Users accused Mohan of disregarding mental well-being, suggesting that shifting workplace culture is crucial in acknowledging the need for emotional support.

Some reactions pointed out generational differences, with one user stating, “This is a boomer fallout issue. Over the years, even top performers were overworked, so now, the pendulum has swung in favor of prioritizing mental health.” Others echoed sentiments about flexibility, with one comment reading, “Unless the world is ending, deadlines can wait. Clients also understand.”

A Similar Controversy Over Wedding Leave

This discussion mirrored another recent social media uproar involving a British CEO who denied a two-day leave to an employee for their wedding, citing it as “poorly-timed.” Despite her attempts to clarify the decision, she faced backlash for what many perceived as an overly strict stance on personal time off. Social media users criticized her for “rage baiting,” emphasizing that employees deserve respect for life events, even during busy times.

The viral reactions highlight evolving expectations around work-life balance, with mental health taking center stage in discussions about acceptable leave. Both instances have underscored the need for employers to consider the well-being of their teams, especially as perspectives shift across generations.

Watch: When This Indian-Origin Entrepreneur Woke Up To Emails From Elon Musk

October 24, 2024, 1:13 pm

A former Tesla employee, Saiman Shetty, shared insights about his experience working with Elon Musk at the electric vehicle giant. Shetty, who joined Tesla when it was still known as Tesla Motors in January 2016, described Musk as a no-nonsense leader who valued his employees.

In an Instagram post last month, Shetty reflected on his time at Tesla, emphasizing how he witnessed Musk transform the company into what it is today. He stated, “I joined Tesla when it was Tesla Motors and there were only a few people. Which meant we got the hands-on experience and front seat tickets to how Elon Musk turned his company into what it is today.” Shetty left Tesla in 2018 and is now the founder of Smart Green Card.

Watch the full video:

View this post on Instagram

A post shared by Saiman Shetty (@saimanshetty)

No-Nonsense Approach

Shetty characterized Musk’s management style as a “no bulls**t attitude,” which he deemed necessary for someone leading a massive company like Tesla. He noted, “Most of the time, and especially when you’re the boss, you need to cut through the nonsense and talk openly. It reduces any chances of miscommunication, secrets and disrespect.” Shetty pointed out that Musk’s emails were typically straightforward and direct. “He knew his time and his employees’s time was precious and he did not want to waste any of it with unnecessary distractions,” he added.

Valuing Employees

Contrary to Musk’s tough persona, Shetty highlighted that Musk made sure his employees felt appreciated. “During my time at Tesla, Elon did not make any one employee feel unappreciated. I still remember his mails used to come at odd hours in the night just expressing how thankful he was for the team and how he’s proud of each and every one of us,” Shetty shared.

A Visionary Leader

Describing Musk as a “visionary,” Shetty remarked on his relentless ambition. “The guy worked nonstop and always strived for more. It’s this passion and ambition for the work they are doing which makes you a visionary. And Elon was definitely a visionary,” he wrote on Instagram, noting Musk’s commitment to sustainability.

In recent years, however, Musk’s public image has become more controversial, with some critics arguing that he has shifted from his original vision of innovation to supporting certain political agendas. This change in perception was echoed in the comments section of Shetty’s post, which reflected the evolving attitudes towards Musk following his acquisition of Twitter, subsequent layoffs, and the rebranding of the platform into X.

‘Only Death Excused’: Toxic Manger To Employee After Running Late Due To Car Accident

October 23, 2024, 3:19 pm

A manager’s shocking response to an employee’s car accident has gone viral, drawing widespread outrage on social media. The incident, shared by X user @kirawontmiss, highlights a conversation where an employee sent a photo of his heavily damaged car to his boss after surviving a severe crash. Rather than expressing concern, the manager coldly replied, “Keep me updated on what time you’re expecting to be here.”

The next day, when the employee didn’t respond, the manager followed up with another insensitive message, stating, “It’s understandable why you would be late, but anything that prevents you from being at the workplace other than a death in the family is unexcused at any company.” This callous reaction left many online users horrified, with the post racking up nearly 11 million views.

The lack of empathy sparked heated discussions, with one user commenting, “Managers like this scare me, like is your life that miserable?!” Another user shared their own experience with a kinder boss, noting, “It doesn’t cost anything to be cool to people.” The viral post has ignited debates about workplace empathy and toxic management behavior.

‘Sick Leave’ Proof: Employees Send Their Butt Photo To Boss

October 22, 2024, 10:13 am

An employee recently confessed on social media about a bizarre interaction with their manager after requesting a sick leave due to haemorrhoids. The incident, which quickly went viral, took place when the worker, suffering from severe pain, informed their boss they were unable to stand for any length of time. In response, the manager asked for proof of the medical condition. What followed was an unexpected and bold move by the employee that left social media buzzing.

The ‘Power Move’: Sending a Photo Instead of Medical Documents

Instead of providing a doctor’s note or medical records, the employee made a controversial decision to send a photo of their buttocks, clearly showing the haemorrhoids, to their manager as a sick leave proof. Narrating the unusual response on a confession page on Reddit, the employee shared, “Called out today because I have haemorrhoids and cannot stand for any amount of time. Manager said I need to send him proof, so I sent him a pic of my a*** with the haemorrhoids.” This unexpected move left many people online shocked, with some even calling it a “power move.”

Concerns About Consequences

After sending the image, the employee began to worry about the potential repercussions of their action. They questioned whether they might face trouble with their company’s HR department or legal issues for sending an explicit image, even though the proof was requested. Despite their concerns, the situation has drawn significant attention online, sparking conversations about workplace boundaries, employee rights, and appropriate ways to handle medical leave requests.

Haemorrhoids: A Painful Condition

Haemorrhoids are characterized by painful swelling or lumps around and inside the anus, making sitting or standing difficult. They can cause extreme discomfort, and the employee’s choice to share a photo rather than a medical document has highlighted the challenges faced by those dealing with this condition. However, the unconventional response has led many to question the appropriateness of sharing such personal medical information in this manner.

The incident serves as a reminder of the importance of clear communication between employees and management when handling sensitive health matters

Know How 400 Employees Into Millionaires: Indian-Origin Founder Now Regrets

October 17, 2024, 4:49 pm

An Indian-origin entrepreneur, Jyoti Bansal, has made headlines after selling his startup, AppDynamics, for a staggering $3.7 billion in 2017. This deal not only made Bansal a wealthy businessman but also turned around 400 of his employees into millionaires. However, despite the success, Bansal described the day of the sale as the “saddest day of his life.”

A Moment of Triumph and Change

Bansal, who founded AppDynamics in 2008 and served as its chairman and largest shareholder, found himself at a crossroads when he received an acquisition offer from Cisco just days before the company was set to go public. In an interview with CNBC Make It, he recounted the excitement and joy that permeated the office as employees realized their shares had skyrocketed in value, with many gaining over $5 million each from the sale.

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The sale proved life-changing for many staff members. “People in the company were ecstatic; they had never imagined so much money. Many were buying new houses, new cars. I know one person who took six months off, rented an RV, and traveled around the country,” Bansal said, highlighting the newfound freedom many employees enjoyed after the sale.

A Lavish Celebration Turned Reflective

To celebrate this milestone, Bansal hosted a lavish party for both AppDynamics employees and Cisco staff, marking the end of an era. However, amidst the celebrations, he couldn’t shake off the feeling of loss. “I was sad and depressed. I spent nine years of my life fully dedicated to what we were building there. Suddenly, it’s the end of a chapter,” he admitted. Bansal expressed regret about selling the company, often pondering how much larger it could have grown had he held onto it.

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Moving Forward: New Ventures

Despite the bittersweet emotions tied to the sale of AppDynamics, Bansal didn’t let that hold him back. In the seven years following the acquisition, he co-founded two new software startups—Traceable and Harness, the latter now boasting a market value of $3.7 billion, the same amount for which he sold AppDynamics.

Bansal’s journey reflects both the potential for transformative success in the tech industry and the emotional complexities that accompany significant milestones. While he has achieved remarkable success, the memories and reflections on the sale of AppDynamics continue to shape his entrepreneurial spirit.

‘Manager Checked My Menstrual Pain!’: Toxicity Levels Of Managers Go Viral

October 2, 2024, 9:11 am

In a controversial move to address rising absenteeism, Tesla has reportedly begun visiting the homes of up to 30 German employees who called in sick. This aggressive approach has ignited discussions on social media, where individuals are sharing their own troubling experiences with management regarding sick leaves.

Reddit Users Share Their Experiences

A Reddit user, known as “pranagrapher,” sparked a conversation in the “Indiasocial” community, asking fellow Indians how their managers reacted when they called in sick. The post quickly gained traction, amassing over 1,000 upvotes and a flood of comments that ranged from humorous to disheartening

“Did you have managers who actually check if you’re really sick when you take sick leaves?” the user asked. “Everyone complained about Indian work culture and called it toxic, but what Tesla is up to is just the next level of toxicity.”

Real-Life Horror Stories

The comments section quickly filled with personal anecdotes that highlighted the often invasive nature of management in relation to employee health. One user shared a particularly harrowing experience, stating:

“I once had an accident and my kneecap got dislocated. Mind you, this happened on my way to the office. When I informed my manager, she instructed me to get to the office for a half day,” recounted Reddit user Abhinav Patel.

Another user chimed in, recalling a time when their manager conducted a video call to confirm their whereabouts during a family emergency. “My manager once gave me a video call to check if I was really on my way to the hospital to see my relative who was hospitalized,” they shared.

The Intrusiveness of Management

The intrusive nature of some managers was further illustrated by comments from a woman who described how her boss questioned the validity of her menstrual pain. “I had one mentor who tried to check if I had menstrual pain,” she wrote.

In another instance, a user named Madhurima expressed her frustration when her manager accused her of faking her fever.

“My manager once accused me of faking the reading on my thermometer (102° fever),” she stated.

The Impact of Toxic Work Culture

These accounts of management overreach underscore a growing concern about toxic workplace cultures that prioritize productivity over employee well-being. The ongoing conversation raises important questions about the balance between organizational accountability and employee rights to privacy and health.

As Tesla’s actions continue to draw attention, employees and advocates are calling for a reevaluation of sick leave policies to ensure that they respect the dignity and health of workers rather than contribute to a culture of fear and distrust.

No Coffee, No Job! Employee Fired Over Morning Coffee And Egg Refusal

September 27, 2024, 1:19 pm

A Chinese educational firm found itself at the center of controversy after a new employee, surnamed Lou, was briefly fired for refusing to fetch breakfast and coffee for her boss. The incident, which has since sparked a public outcry, came to light when Lou shared her experience on the social media platform Xiaohongshu.

Daily Breakfast Demands Spark Conflict

Lou’s supervisor, identified only as Liu, reportedly insisted that the new hire bring her a “hot Americano and an egg” every morning. On occasion, Liu would also request a bottle of water. When Lou refused to comply, tensions between the two escalated. Lou expressed her frustration online, pointing out that such tasks were not part of her job description.

“I wasn’t hired to be a personal assistant, yet my boss expected me to handle her breakfast needs every morning,” Lou wrote in her post, highlighting what she considered unreasonable demands.

Dismissal Without Compensation

When Lou took the matter to the company’s human resources department, she hoped for a resolution. Instead, she was told to leave the company without any compensation. According to the South China Morning Post (SCMP), the HR department cited her refusal to bring food and water to her boss as grounds for termination.

The decision drew widespread criticism on social media, with netizens condemning the firm’s actions. Many argued that such treatment of employees was unfair and unethical, leading to calls for an internal investigation.

Public Backlash Forces Company to Act

As the controversy gained traction online, the company came under increasing public pressure. In response to the backlash, the firm took swift action, reinstating Lou and terminating her supervisor, Liu, who was deemed responsible for the unreasonable demands.

In early September, the company issued a public statement confirming that Liu had been fired for inappropriate behavior. The firm also pledged to implement measures to prevent similar incidents in the future, emphasizing its commitment to maintaining a fair and respectful workplace.

A Cautionary Tale for Employee Treatment

The incident has sparked an important conversation about workplace culture and the treatment of employees in China. While Lou has been reinstated, the situation serves as a reminder that employers must respect the boundaries of job roles and treat staff with fairness. The public response has further highlighted the importance of standing up against unjust practices in the workplace.

Amazon Employee Confesses to Earning Rs 3 Crore While Doing “Nothing”

August 24, 2024, 12:57 am

A senior Amazon employee has revealed on the anonymous forum Blind that he joined the company with the sole intention of getting paid while doing minimal work until being placed on a Performance Improvement Plan (PIP). Despite this goal, it’s been over 18 months, and he claims that no one at Amazon has noticed his lack of productivity.

The employee, who works as a Senior Technical Program Manager, shared that he earns over $370,000 (approximately ₹3 crore) annually for essentially doing “nothing.” He recounted that he joined Amazon after being laid off from Google, intending to get “free money” until he got PIP’d. However, he has managed to avoid any significant tasks during his tenure.

many such cases pic.twitter.com/4o32Qq7JKE

— anpaure (@anpaure) August 23, 2024

According to his post, the employee has not accomplished any major goals at Amazon, mentioning that he has resolved only seven support tickets and created an automated dashboard, which he built in three days using ChatGPT. To exaggerate his efforts, he falsely claimed that the dashboard took three months to develop.

He described his typical workday as mostly attending meetings and refusing requests from other teams to integrate with his team, often pushing 95% of the integration work back to those teams.

The confession has sparked a discussion on social media, with a screenshot of the post being shared on X (formerly Twitter). Some users expressed frustration over people taking advantage of the system, while others saw it as a clever exploitation of corporate culture.

One user criticized the employee, saying, “These people are ruining the game for everyone else that actually wants to work and earn an honest day’s work.” Another commented more approvingly, “People who tie their self-esteem and purpose to their corporate job are completely wrong. A person working 2 hours a day, getting paid for 8, and having all that time for their private lives, family, and hobbies, this person is winning at life.”

Gujarat High Court: Employee Facing Departmental Action Allowed To Engage Advocate For His Defence If Inquiry Officer Is A Legal Exp

January 20, 2023, 2:28 pm

The Gujarat High Court in the case Divyesh Govindbhai Kunvariya v. State of Gujarat observed and has held that a delinquent employee is being entitled to engage a counsel for his defence where the inquiry officer himself being a legal expert. The bench headed by Justice A.S. Supehia while allowing the plea made by one such employee observed that since the Inquiry Officer himself is a City Civil Judge and expert in the legal proceedings, the assistant of a legal practitioner for defending the case of the petitioner cannot be denied, It has been held by the Apex Court that if any person who possesses legal acumen is appointed as an inquiry officer in an inquiry initiated against an employee, who possesses legal acumen is appointed as an inquiry officer in an inquiry initiated against an employee and it will be unfair for the denial of a legal practitioner for the assistance in inquiry to the employee charged.

In the present case, the court was hearing a writ plea filed wherein challenging an order which denied the petitioner to engage an advocate for his defence in the inquiry. The inquiry has been initiated by the court following a complaint before Special Vigilance Officer and the Disciplinary Officer was the Principal Judge City Civil and the Sessions Court. At the Outset, an application has been filed by the petitioner requesting the permission to appoint an advocate to defend the proceedings, the court rejected the same. It has also been observed by the court that there being no absolute bar under Rule 9(5)(c) of the Gujarat Civil Services (the Disciplinary and Appeal) Rules, 1971 in appointing of a legal practitioner by the delinquent in the disciplinary proceedings.

Therefore, the court referred the case Professor Ramesh Chandra v. University of Delhi, wherein it has been observed by the Apex Court that where in an enquiry before a domestic tribunal the delinquent officer is pitted against a legally trained mind and if he seeks permission to appear through a legal practitioner the refusal for granting the said request would amount to denial of a reasonable request for defending himself and the same would violate the essential principles of natural justice. Further, the court also directed that the respondent authority to permit the petitioner to engage a legal practitioner for defending himself in the inquiry. The court shall give the name of such legal practitioner to the respondent no.2-Inquiry Officer within a period of 15 days. Therefore, the Inquiry Officer i.e. the respondent no.2 shall permit the advocate for representing the case of the petitioner in the departmental proceedings

Man attacks finance company employees by pouring hot oil

December 16, 2022, 2:09 pm

A guy doused the “loan sharks” in boiling oil, injuring two employees of a private lending company, who were then taken to a hospital in Jhunjhunu, Rajasthan. The incident took place near a private bank branch on Rani Sati Road in Jhunjhunu. According to the police, the accused, Surendra Swami, had taken a personal loan from the finance company, and when the employees visited him for the collection of the EMI, he allegedly threw hot oil on Kuldeep and Naveen Kumar and fled the spot. The accused have been absconding since then. Kuldeep was released from the hospital after being administered first aid, while Naveen is still undergoing treatment.

China’s ‘IPhone city’ abruptly dismisses 870 employees

November 26, 2022, 4:19 pm

China’s Zhengzhou, also known as “iPhone City,” relocated 870 workers to a hub about 230 miles away in a neighbouring province without informing them of the measure to reduce Covid transmission.

The workers were transported to Xuzhou in Jiangsu province early Friday “without prior communication,” according to a statement posted on the city’s official WeChat account on Saturday. It was not stated whether any of the individuals tested positive.

Zhengzhou, home to Apple Inc.’s largest iPhone manufacturing site, rose to global prominence after videos on social media showed hundreds of workers engaged in violent clashes fueled by rage over unpaid wages and fears of virus infections. Foxconn Technology Group, Apple’s main global manufacturing partner, later began offering 10,000 yuan ($1,395) to any worker who chose to leave.

According to the Xuzhou city statement, the majority of the people have since been transferred to other locations via a so-called closed-loop arrangement. The remaining people were placed in another pandemic bubble system that limited their contact with the outside world. The individuals were all former employees of a “key enterprise” in Zhengzhou’s airport economic zone, according to the report, which did not specify which enterprise. A Foxconn representative did not respond to questions after business hours on Saturday.

Zhengzhou declared a five-day lockdown of its major urban areas earlier this week in order to contain a growing outbreak. While the district where Foxconn is located was not included in the “mobility controls,” the iPhone plant is in an area already classified as high risk, which means lockdown-like movement restrictions remain in place.

According to Xuzhou, local Covid risks are manageable, and citizens must now present a negative test result within 48 hours of entering public venues, down from 72 hours previously.