A toxic manager is an everyday way of describing a boss whose behaviour keeps making work harder or more stressful: put-downs in front of the team, messages at midnight, targets that change after the fact. It is not a legal term in India, and this guide does not tell you whether your manager is one. What you can do is write down specific behaviour with dates, so that you, HR or anyone you consult can see what happened and how often. This guide is for people working in India and is not legal advice.
Key points
- “Toxic manager” is an everyday phrase, not a legal category; what you can record is specific behaviour.
- Write each incident with the date, place or channel, exact words, who was there and what you did next.
- Ask about your employer’s grievance policy and, in establishments with twenty or more workers, the Grievance Redressal Committee under the Industrial Relations Code, 2020.
- Pay and termination problems may go to the labour authorities; sexual harassment has its own route under the POSH Act.
Contents
Write down behaviour, not labels
Words like “toxic”, “narcissist” or “harassment” are conclusions that someone else may dispute. A dated line describing what was said or done is easier for anyone to follow. Some common examples, each with an invented line:
Behaviour | What to note | Invented line |
|---|---|---|
Shouting or insults in front of others | Exact words, who could hear | “5 Oct 2026, 10:20 am, stand-up call: ‘Even an intern would do better.’ Six people on the call.” |
Messages late at night or on leave | Time sent, what was asked, whether you were off duty | “13 Oct 2026, 11:52 pm, WhatsApp: ‘Why is the deck not done? Reply now.’ I was on approved leave.” |
Deadlines changed after the fact | The original instruction, then each change | “Email on 1 Oct 2026 said due 9 Oct. On 9 Oct, in the cabin: ‘This was due Wednesday.’” |
Ratings with no earlier feedback | What earlier check-ins said | “Mid-year rating ‘below expectations’. No concern raised in check-ins on 4 Aug or 8 Sept 2026.” |
Being left out | What you were left off, who was included | “15 Oct 2026: removed from the client WhatsApp group; rest of the team still in it.” |
How to write one entry
- When: the date and approximate time. Mark estimates as estimates.
- Where: the cabin, a meeting room, a video call, email or a WhatsApp chat.
- What was said or done: exact words only if you are sure of them; otherwise write “paraphrase”.
- Who was there: anyone who saw or heard it directly.
- What you did next: your reply, anyone you told, and any response.
- Effect on your work: cancelled leave, work redone, a missed deadline. Describe facts rather than motives.
Keep the date you wrote the note separate from the date of the event. If you remember more later, add a new dated note rather than rewriting the first. Save related emails and messages, including your own replies; for chats, see how to export a WhatsApp chat on iPhone. The free incident log template uses the same prompts.
A fictional entry
Invented example, not a real person or workplace: “Friday 9 October 2026, about 4:30 pm, manager’s cabin, door open. R said the client deck was ‘due Wednesday’ and that I had ‘wasted the team’s time’. The email of Thursday 1 October says due 9 October; I showed it on my phone and R said, ‘Don’t argue.’ Two colleagues were at the next desk. At 5:10 pm I noted the date and subject line of the 1 October email and wrote this note.”
Where it can go
Which route fits depends on what happened and where you work. These are routes to ask about, not verdicts:
- Your employer’s own process: many employers have a grievance or anti-harassment policy. Ask HR for the current version and note when and to whom you raised a concern, and any reply.
- Grievance Redressal Committee: under section 4 of the Industrial Relations Code, 2020 (in force from 21 November 2025, according to India Code), an industrial establishment with twenty or more workers is to have one or more such committees for disputes arising out of individual grievances. A worker may apply within one year of the cause of action, and the committee may complete its proceedings within 30 days. The Code’s definition of “worker” leaves out people employed mainly in a managerial or administrative capacity and supervisors above a pay limit, so ask HR whether it covers you.
- Pay or termination: wage claims and industrial disputes, including termination, can be filed on the Labour Ministry’s SAMADHAN portal, where central labour offices handle them; if your workplace is not covered by those offices, ask your State labour department which channel to use. See SAMADHAN or a POSH complaint: which route fits.
- Sexual remarks or conduct: complaints by women of sexual harassment at the workplace follow the POSH Act, with a three-month limit from the last incident. See workplace harassment notes in India: when SHe-Box fits.
Looking after yourself while you keep notes
You do not need to decide what to call your manager before you start writing. If it is affecting your sleep or health, consider talking to a doctor or someone you trust. Share only what a process needs, keep the originals unchanged, and avoid posting details online or in office groups. If you are in immediate danger, contact local emergency services first.
Kirokune keeps notes, photos and your own voice notes together in one case on your iPhone, each with its own “When it happened” date. Records stay on your iPhone and Kirokune keeps no cloud copy of its own; if iPhone backup (iCloud or a computer) is on, your records are included in it. Kirokune does not diagnose, decide what happened or give legal advice.
Frequently asked questions
- What is a toxic manager?
- It is an everyday phrase, not a legal category in India. People use it for a boss whose behaviour repeatedly makes work harder or more stressful, such as public put-downs, messages at all hours or targets that change after the fact. Writing down the specific behaviour, with dates, is more useful than deciding on the label.
- Is having a toxic boss against the law in India?
- There is no single law about “toxic” managers. Particular conduct may fall under a specific law or process, for example sexual harassment under the POSH Act, or unpaid wages and termination under labour law, but that depends on the facts. HR, the labour office or a lawyer can tell you which, if any, applies.
- How do I complain about my manager in India?
- Start with your employer’s grievance or anti-harassment policy, if there is one. In an industrial establishment with twenty or more workers, section 4 of the Industrial Relations Code, 2020 provides for a Grievance Redressal Committee, which a worker may apply to within one year of the cause of action. Keep a dated copy of whatever you submit.
- What should I write down about a difficult boss?
- For each incident: the date and approximate time, the place or channel, what was said or done (exact words only if you are sure), who was there, what you did next and how it affected your work. Add new notes rather than editing old ones, and keep related emails and messages, including your own replies.
Sources
- India Code — The Industrial Relations Code, 2020, section 4: Grievance Redressal Committee (checked 2026-10-23)
- India Code — The Industrial Relations Code, 2020, section 2: Definitions (“worker”) (checked 2026-10-23)
- India Code — The Industrial Relations Code, 2020: legislative history and enforcement date (checked 2026-10-23)
- Press Information Bureau (Ministry of Labour and Employment) — SAMADHAN portal, 21 July 2025 (checked 2026-10-23)
- Ministry of Women and Child Development — Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (Gazette of India) (checked 2026-10-23)
Kirokune helps you keep a record. It does not diagnose, decide what happened, or give legal advice.