On October 15, 2025, during conciliation with Karnataka labour authorities, the Karnataka State IT/ITeS Employees Union (KITU) submitted records on two TCS cases—one termination and one alleged forced resignation—clarifying these do not amount to mass layoffs. While limited in number, the filings highlight how IT/ITeS separations remain under the labour department’s lens, especially where employees allege procedural lapses. The news follows recent reporting on alleged “forced resignations” across Bengaluru’s tech sector, with unions and lawyers urging stricter due-process adherence. For employers, the signal is clear: resignation vs retrenchment distinctions will be tested, and conciliation officers may probe evidence of voluntariness, notice, and statutory compliance.
The Economic Times
HR/compliance takeaways: for performance or redundancy exits, ensure documented due process, progressive discipline where applicable, and signed, informed consent for resignations. Map whether the role is a “workman” under the Industrial Disputes Act; if yes, follow retrenchment conditions (notice/pay, last-in-first-out where applicable, and reporting/conciliation where required). Avoid blanket “resign-or-else” scripts; they invite disputes and adverse inferences in conciliation. Establish an internal separation review board (HR+Legal+BU) to vet higher-risk exits, track disputes, and ensure timely responses to labour-department notices.
The Economic Times
Sources:
• “TCS job cuts: Karnataka union submits records of two cases, not mass layoffs” — The Economic Times — Oct 15, 2025.
The Economic Times
• “Forced to resign or lose pay: unions allege illegal layoffs in Bengaluru tech firms” — Deccan Herald — Oct 9, 2025.
Deccan Herald
Discussion questions:
Where do your exit SOPs risk being viewed as “constructive dismissal” rather than genuine resignation?
Do you classify roles correctly under the ID Act, and does your template pack (notice, compensation, filings) reflect that?
How are you monitoring and closing out conciliation notices to avoid escalation?
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5The Economic Times
HR/compliance takeaways: for performance or redundancy exits, ensure documented due process, progressive discipline where applicable, and signed, informed consent for resignations. Map whether the role is a “workman” under the Industrial Disputes Act; if yes, follow retrenchment conditions (notice/pay, last-in-first-out where applicable, and reporting/conciliation where required). Avoid blanket “resign-or-else” scripts; they invite disputes and adverse inferences in conciliation. Establish an internal separation review board (HR+Legal+BU) to vet higher-risk exits, track disputes, and ensure timely responses to labour-department notices.
The Economic Times
Sources:
• “TCS job cuts: Karnataka union submits records of two cases, not mass layoffs” — The Economic Times — Oct 15, 2025.
The Economic Times
• “Forced to resign or lose pay: unions allege illegal layoffs in Bengaluru tech firms” — Deccan Herald — Oct 9, 2025.
Deccan Herald
Discussion questions:
Where do your exit SOPs risk being viewed as “constructive dismissal” rather than genuine resignation?
Do you classify roles correctly under the ID Act, and does your template pack (notice, compensation, filings) reflect that?
How are you monitoring and closing out conciliation notices to avoid escalation?
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1The Karnataka Labour Welfare Fund (Amendment) Act, 2017.pdf
KARNATAKA LABOUR LAWS and its Applicability in Establishments. docx