Stories like this show how fragile workplace empathy can be in strict, target-driven sectors like banking.
Rules often appear neutral, but their implementation depends on managers and their intentions.
A pregnant public sector bank employee in her third trimester has alleged repeated leave denials and excessive workload.
She says her manager ignored her health concerns even as the branch faced shrinking staff strength.
She claims she stayed regular at work despite high fever, nausea and pregnancy complications.
Yet she was micromanaged, denied proper lunch breaks and left emotionally and physically overwhelmed.
She says she often cried at work.
Her account becomes more troubling as she claims the hostility increased after she quietly questioned “shady” loan sanctions.
She suggests that the pressure was retaliation against a whistleblower under the cover of discipline and performance.
Screenshots of chats reportedly show most of her leave requests being dismissed while she was 28 weeks pregnant and in visible discomfort.
These details have sparked viral outrage online.
Posts like those by Divya Gandotra Tandon highlight a deeper issue.
Internal checks in public sector banks often fail at the exact time vulnerable employees need them for protection.
Maternity protections and HR policies lose meaning if managers can use protocol to silence complaints.
Such misuse can break an employee’s morale without fear of consequences.
A pregnant woman in her third trimester begging for leave while her bank manager denies even basic humanity, this is exactly how workplace harassment hides behind “rules” and “protocols.”
No woman should be forced to choose between her health and her job.
Public sector banks… pic.twitter.com/Ie10VRvfUM
— Divya Gandotra Tandon (@divya_gandotra) November 27, 2025
