Krishna Bansal has raised a complaint against Bonanza Interactive alleging workplace harassment, unfair termination, and career threats by his team lead. Choice4Voice.com highlights this case, possible legal actions, and employee rights.
Complaint Summary : Bonanza Interactive Complaint – Employee Harassment, Wrongful Termination & Legal Rights
| Details | Information |
|---|---|
| Complainant Name | Krishna Bansal |
| Complaint Type | Workplace Harassment, Unfair Termination, Threats |
| Company/Brand | Bonanza Interactive |
| Product/Service | Employment Contract – Software Development Role |
| Date of Incident | June – September 2025 |
| Issue Description | Harassment by team lead, wrongful termination, and threats to career |
| Company’s Response | Management supported team lead, refused fair resolution |
| Additional Comments | Allegations of toxic leadership, misuse of power, and mental harassment |
Full Complaint Description
In June 2025, Krishna Bansal joined Bonanza Interactive after negotiating his salary to match his previous CTC. Soon after joining, he faced a series of disturbing events:
- Team lead harassment: His lead, Ashutosh Kumar Mishra, allegedly stated he would be fired simply for asking a higher package.
- False PIP (Performance Improvement Plan): He was unfairly put on PIP citing reasons unrelated to performance, later withdrawn under objection.
- Unfair Termination: Within a few months, he was informed his employment would end due to “lack of projects” but later told it was due to dissatisfaction of his lead.
- Threats to Career: The complainant was allegedly threatened that his experience letter and background verification would be spoiled, with remarks such as “You will never get a job anywhere if I enforce this.”
This has caused mental harassment, reputational damage, and financial loss for the complainant.
Key Issues Raised
- Harassment and intimidation by a team lead.
- Wrongful termination without valid or performance-based grounds.
- Threats to damage future employment opportunities.
- Lack of accountability from HR and management.
- Possible violation of employee rights under Indian labor laws.
Possible Legal Actions Against Bonanza Interactive
If not resolved, the complainant may pursue the following legal remedies:
Under Labour & Employment Laws
- Industrial Disputes Act, 1947 – For wrongful termination without due process.
- Shops and Establishments Act (State-specific) – For violation of fair employment practices.
- Labour Commissioner Complaint – For illegal dismissal and lack of redressal.
Under Indian Penal Code (IPC)
- Section 503 – Criminal Intimidation: For threats to ruin career and employment.
- Section 506 – Punishment for Criminal Intimidation.
- Section 499 & 500 – Defamation: For damaging professional reputation.
- Section 504 – Intentional insult with intent to provoke breach of peace.
Civil & Consumer Remedies
- Civil Suit for Compensation: For mental harassment, loss of income, and reputational damage.
- Breach of Contract Claim: If termination violated employment terms.
Other Options
- Complaint with Ministry of Labour & Employment.
- Escalation to Labour Court or Industrial Tribunal.
- Filing under POSH Act (Prevention of Sexual Harassment at Workplace Act, 2013) if harassment also included gender-based misconduct.
Steps Bonanza Interactive Can Take to Resolve the Issue
To avoid legal and reputational damage, Bonanza Interactive should:
- Conduct an internal investigation into harassment claims.
- Provide a clear and transparent explanation of termination.
- Ensure a clean experience letter and relieving documents.
- Offer financial compensation for wrongful dismissal and mental harassment.
- Introduce stronger HR policies to protect employees from abuse of authority.
Choice4Voice.com’s Role
This complaint is featured on Choice4Voice.com as the first step toward justice.
📌 If Bonanza Interactive fails to act, Choice4Voice.com can assist the complainant in filing a legal case and escalating the matter with labor authorities.
Our platform ensures neutrality and fairness companies are encouraged to respond before further legal escalation.
Suggested Next Steps for the Complainant
- Preserve all emails, chat logs, and HR communications as evidence.
- Send a formal written notice to the company demanding fair treatment.
- File a complaint with the Labour Commissioner.
- Consult an employment lawyer for legal notice and case filing.
- Spread awareness through professional networks and forums to pressure the brand.
Frequently Asked Questions (Q&A)
Q1: Can an employee be terminated without valid reason in India?
No. Under Indian labour laws, termination must be based on valid grounds such as misconduct, performance issues, or redundancy, and due process must be followed.
Q2: What legal remedy does an employee have against wrongful termination?
An employee can approach the Labour Commissioner, file a case in the Labour Court, or seek compensation for damages under the Industrial Disputes Act.
Q3: Does harassment at workplace fall under criminal law?
Yes. Threats, intimidation, or defamation can be prosecuted under IPC Sections 503, 506, and 499.
Q4: Can HR refuse to provide experience letters?
No. Employers are legally bound to issue relieving letters and experience certificates. Withholding them amounts to unfair labour practice.
Q5: Can the employee claim mental harassment damages?
Yes. Courts allow claims for mental anguish, emotional distress, and reputational harm through civil suits.
Q6: Can Choice4Voice.com help with legal escalation?
Yes. If the brand fails to respond, Choice4Voice.com can assist complainants with legal filings, grievance escalation, and public advocacy.
Q7: What should employees do if threatened by their managers?
Document the threat (audio, text, or email), file an internal complaint with HR, and if unresolved, escalate legally under IPC Sections 503 & 506.
Q8: How soon can a complaint be filed with Labour Court?
Immediately after termination or harassment, but it is advisable to send a formal notice first.
Q9: Can wrongful termination affect background verification?
Only if the employer issues false or negative records. In such cases, legal action can be taken for defamation and loss of opportunity.
Q10: Is defamation by a superior punishable?
Yes. Making derogatory or false remarks affecting an employee’s career is a criminal offence under IPC Section 499.
Conclusion
The case of Krishna Bansal vs Bonanza Interactive highlights grave concerns regarding workplace harassment, unfair termination, and intimidation by senior management.
Choice4Voice.com urges the company to act responsibly, resolve the matter amicably, and ensure employee dignity and fairness.
If the issue remains unresolved, the complainant may pursue labour, civil, and criminal remedies to seek justice.
