Can the first company impose a penalty if the candidate accepts an offer from another company?

Even after receiving a job offer, candidates sometimes change their minds due to more favorable conditions or other preferences. While this is not inherently wrong, it is crucial to notify the company of any change in plans promptly. A recent incident that became a topic of discussion on social media relates to this: one applicant allegedly requested a postponement of the start date, citing hospitalization.

However, the company founder claims that during the same week, this candidate started working at another firm located in Bangalore.

This case was highlighted by the company founder, Gaurav Khetrapal, who shared the details on the social network X. He stated that the candidate was supposed to start work on the appointed day but did not show up. When contacted, the candidate explained her absence due to poor health and being in the hospital. Subsequently, the candidate's sister contacted the recruitment team to request a postponement of the start date.

Gaurav Khetrapal continued his post by stating that during this period, the candidate neither answered calls nor messages.

The company initially decided to accommodate the candidate's circumstances and grant her extra time. Nevertheless, according to Gaurav Khetrapal, it later emerged that the candidate had accepted a job offer from another company in Bangalore during the same period. The founder also noted that the candidate updated the information about the new job on her LinkedIn profile. Furthermore, the founder questioned the reason for the city change, mentioning that the candidate had previously expressed a desire to move to Jaipur because she disliked the climate of Bangalore, even though it later became known that she was employed by another company specifically in Bangalore.

Expressing dissatisfaction with the situation, Khetrapal emphasized that if any candidate receives a more attractive offer or wishes to work elsewhere, they are obligated to inform the company openly. In his view, changing career decisions is not an error, but providing false information or using medical emergencies as an excuse is unprofessional behavior.

After the founder's post went viral, a new discussion began regarding honesty in the hiring and employment process. Some users noted that the candidate has every right to choose the best opportunities, but she should have clearly stated her position to the company. It should be noted that all information in this case is based on the founder's publication, and no comments or independent confirmations have been received from the candidate herself at this time.

Uncertainty in the workplace remains unnoticed by an employee until the company notifies them via message or email. Receiving a termination letter immediately upon waking up raises serious career concerns. However, companies are developing increasingly new methods of downsizing.

These methods can take the form of an early morning termination notice, a decision made during an appraisal, or an HR offer of a financial package in exchange for leaving the job. In some cases, the employee has the right to choose to leave, while in others, the company makes the decision independently.

Microsoft offered around 60,000 eligible employees in India, the US, the UK, and Canada the option of a voluntary buyout. Through this program, employees can leave the company while receiving financial support. This step was taken during a period when Microsoft is actively investing in artificial intelligence infrastructure and adapting its workforce to business needs.

A question people often ask is whether all 60,000 employees will be laid off. The answer is no. A voluntary departure differs from a forced reduction. Nevertheless, this offer reignites familiar workplace anxiety: what happens when a company decides it needs a different workforce composition?

Downsizing can take various forms—from early morning termination letters and buyouts to performance-related reductions and major organizational changes. Each reduction has its own solutions, uncertainties, and consequences for the people involved. It is necessary to understand four aspects of layoffs that every employee should know.

A reduction does not mean the company suddenly fires employees. Sometimes it offers them the chance to leave by providing a financial package. Other steps are taken under the guise of a performance review or organizational transformation. Recent events in the tech sector show that layoff methods are diverse, and each situation presents unique challenges for employees.

Different forms of downsizing include Microsoft's voluntary departure offers, termination letters received by Oracle employees early in the morning, potential layoffs following performance reviews at Qualcomm, and changes within Adidas' technology division. Therefore, it is crucial for employees to understand the differences between all these situations and how they might affect their careers.

Microsoft offered a voluntary exit proposal to its eligible employees in 2026. Under this program, employees meeting criteria in certain internal levels 70 or below, in selected departments of the company, were offered the opportunity to leave in exchange for financial assistance. This offer applies to certain organizations in India, the US, the UK, and Canada, but not all Microsoft employees are candidates. This is significantly different from standard company layoffs. With a buyout, the employee gets the option to leave under contract terms, whereas in a forced layoff, the company itself decides on the end of employment.

Before accepting such an offer, an employee should carefully consider several points. These include the size of the package, the likelihood of finding new employment, health insurance, future financial needs, and the time required to find a new position. Receiving a financial package does not guarantee that the decision to leave will be easy.

Furthermore, some employees are suddenly informed of a company reduction. In Oracle's case in September 2026, some employees were sent an email early in the morning notifying them of the termination of their positions due to company changes. The company also provided information about the last working day in the letter. The company did not disclose the total number of affected employees to the public during this period.

In such a situation, an employee may face many questions after being let go. They need to find out the severance pay amount, when the debt payment will be made, when access to company systems will be closed, and how to start looking for a new job.

The main difference between a buyout and such a termination notice is that with a buyout, the employee may have a choice, whereas with receiving a termination letter, the decision to end employment has already been made by the company.

There is also a form of reduction that takes into account employee performance evaluations. Reports have emerged regarding global job cuts at Qualcomm following the annual employee review in 2026. According to reports, CEO Cristiano Amon spoke about the need to strengthen a culture of performance and attention to areas that consistently fail to meet expectations. The company has not disclosed the number of positions that will be affected by the proposed reduction.

However, it is important to understand that a performance-based reduction and general organizational changes are not the same thing. In organizational changes, an employee's position may be eliminated even if their performance was high. Whereas in performance-based decisions, the employee...

One employee experiencing significant pressure at work sought advice from Reddit users. He wishes to leave his position, but instead of submitting a resignation, he hopes that the company will terminate his employment. After posting this message on social media, a discussion began about the reasons why some workers prefer to be fired rather than quit voluntarily.

Possible reasons for this choice include workplace stress, the size of the compensation package, and uncertainty regarding finding a new job in the current labor market. The employee shared his problem on the r/QuitCorporate forum on Reddit, asking how to ask his manager to let him go.

In his Reddit post, he described his situation: he works at a large company, but due to increased workload and new responsibilities, he no longer feels peace of mind. It is becoming increasingly difficult for him to meet his boss's expectations. The employee fears how he can meet established deadlines and goals, and he experiences tension before meetings. Furthermore, he worries about the potential negative impact of the current situation on his career.

The employee emphasized that he does not want to resign himself. One reason is the lack of guarantees regarding securing the next job after leaving. Therefore, he is concerned about financial security. He noted that if the company fires him, he might receive a severance package, which would provide him with some financial support and allow him to escape the stressful job. This hope is what led him to discuss possible termination with his manager.

However, according to him, his boss stated that the company's reduction process was complete, and he would have to wait about a year before the next phase began.

In his post, the employee also mentioned that he is willing to accept a lower salary in the future, but his main condition is the absence of excessive work pressure and achieving peace of mind. For him, the priority is not only high income but also the ability to work without constant stress.

After the post appeared, users offered various opinions on the matter. Some advise the employee to consider his options instead of waiting for the company to fire him. Others emphasize the need to find a balance between work and mental health. Nevertheless, it should be noted that this case is based on one employee's post on Reddit.