HR called me into a meeting on a Tuesday morning and told me my salary was becoming “too expensive for the current business structure.” I had worked there for four years. I trained three different managers, stayed late without overtime, and once worked through a fever because my supervisor said the team couldn’t afford to lose me for a day. So I asked HR a simple question. Me: “Are you reducing my salary?” HR: “No. We’re eliminating your position.” Me: “But the work is still there?” HR: “Of course. We’re redistributing your responsibilities.”

HR: “Your position has been eliminated. Today is your last day.” Me: “Okay. Will I be paid for the 11 days of annual leave I haven’t used?” HR: “That will be reviewed separately.” Me: “And my outstanding bonus?” HR: “Bonuses are discretionary.” Me: “Understood. When should I return the company laptop?” HR: “Before you leave today. Also, we need you to document your current projects and brief your replacement.” Me: “My replacement?” HR: “She starts Monday. Please make sure the transition is smooth.” I smiled, packed my things, and left. For six years, I had been the person they called when a client threatened to cancel a contract, when a report was due at midnight, when a new employee needed training, and when my manager made a promise he couldn’t keep.