When a simple leave request turns into a power struggle: 6 ways to stand up for yourself in toxic workplaces

A Reddit post recently went viral among Indian working professionals. The story was simple but incredibly relatable: an employee informed his manager months in advance that he would be getting married, even saved up all his leave, and requested it through the proper channel. The manager simply ignored him. No response, no reason, no basic acknowledgment. When the employee finally went to HR and got the leave approved, the manager switched to silent treatment — no congratulations, no communication, just pure ego.

A lot of people saw themselves in that story. Not because they’re all getting married soon, but because they’ve all dealt with managers who treat company policies like personal property. In many Indian workplaces, certain bosses still believe authority equals ownership of your time, your decisions, even your life. Employees are expected to be loyal, flexible and obedient. But the moment they exercise a basic right, it’s seen as an attack.

The real truth is: you don’t owe anyone permission to exist outside work. You have every right to protect your well-being, dignity and personal life. Standing up for yourself is not disrespect — it’s survival.
Communicate clearly and professionallyIn toxic environments, verbal conversations often magically disappear when convenient. Written communication doesn’t. When you’re requesting leave, seeking clarification or addressing unfair treatment, sending an email or Teams message creates clarity. It ensures expectations are documented and shows you are taking the responsible path. This simple habit protects you if issues escalate later.
Understand your rights and policiesCompany rules exist to maintain fairness. When you know exactly what you’re entitled to — be it leave policies, flexible work options, grievance procedures or appraisal criteria — it becomes much harder for a manager to twist the narrative. Knowledge gives you quiet confidence. And confidence shifts the power dynamic.
Escalate when necessary without guiltEscalation is not a nuclear option; it’s part of the system. If your reporting manager refuses to act or communicate honestly, there is a chain of accountability above them for a reason. HR, skip-level managers or grievance committees are not enemies — they exist to resolve issues fairly. Many employees fear being labeled “difficult,” but speaking up shows maturity, not rebellion.
Maintain professionalism, even if they don’tSome managers react to accountability with passive aggression including cold replies, exclusion from discussions, or silent treatment. That’s their insecurity talking, not a reflection of your behaviour. Continue to deliver work on time, stay composed during conversations and keep communication businesslike. When the dust settles, your professionalism will speak louder than their pettiness.
Build support systems at workToxicity thrives in isolation. Having people in your corner like colleagues who respect you, a mentor who speaks up for you, other managers who recognise your potential creates visibility and credibility beyond one difficult boss. Allies can open doors to better roles and protect you when someone tries to undermine your contributions.
Put yourself first alwaysIf going to work drains you mentally, if you start doubting your own worth, or if you’re anxious just thinking about your manager’s reaction to simple requests, something is fundamentally wrong. No job is worth losing yourself over. Choosing to leave a toxic workplace is not quitting — it’s choosing your sanity, your growth and your life.
Why employees must push back against toxic authorityEvery time someone silently accepts unfair treatment, it encourages the system to continue. Standing up isn’t just about solving your problem — it builds a culture where bullying and ego power trips no longer feel normal. When one person takes a stand, it reminds others that they deserve better too.

Workplaces should be about productivity, innovation and mutual respect, not fear. You don’t owe your manager blind submission. You owe yourself a healthy life, fulfilling work and respect as a human being.

If someone, especially a boss, can’t handle that, then the problem is clear. It’s not you. It’s them.