An employee recently confessed on social media about a bizarre interaction with their manager after requesting a sick leave due to haemorrhoids. The incident, which quickly went viral, took place when the worker, suffering from severe pain, informed their boss they were unable to stand for any length of time. In response, the manager asked for proof of the medical condition. What followed was an unexpected and bold move by the employee that left social media buzzing.
Instead of providing a doctor’s note or medical records, the employee made a controversial decision to send a photo of their buttocks, clearly showing the haemorrhoids, to their manager as a sick leave proof. Narrating the unusual response on a confession page on Reddit, the employee shared, “Called out today because I have haemorrhoids and cannot stand for any amount of time. Manager said I need to send him proof, so I sent him a pic of my a*** with the haemorrhoids.” This unexpected move left many people online shocked, with some even calling it a “power move.”
After sending the image, the employee began to worry about the potential repercussions of their action. They questioned whether they might face trouble with their company’s HR department or legal issues for sending an explicit image, even though the proof was requested. Despite their concerns, the situation has drawn significant attention online, sparking conversations about workplace boundaries, employee rights, and appropriate ways to handle medical leave requests.
Haemorrhoids are characterized by painful swelling or lumps around and inside the anus, making sitting or standing difficult. They can cause extreme discomfort, and the employee’s choice to share a photo rather than a medical document has highlighted the challenges faced by those dealing with this condition. However, the unconventional response has led many to question the appropriateness of sharing such personal medical information in this manner.
The incident serves as a reminder of the importance of clear communication between employees and management when handling sensitive health matters
