The employee began the leave request with a strikingly informal opening, stating, “Hope you’re doing okay, because I’m not.” The message further explained that the employee had been experiencing a tense work environment, which allegedly led to physical discomfort, including bloating and severe skin-related issues.
In the same communication, the employee formally requested four days of leave, scheduled from April 28 to May 1. The reason cited was recovery and personal rejuvenation, described as a period to “recover, reset and become my main character self before the Devil Wears Prada 2 comes out.”
The email went on to outline a detailed personal plan for the break, stating the intention to engage in self-care activities such as getting nails done and selecting outfits. The employee also added a personal remark linking the request to long-standing career inspiration, stating that the film “The Devil Wears Prada” had influenced their decision to apply to the National Institute of Fashion Technology, emphasizing the personal significance of the break.
What followed the request further amplified the incident’s viral status. The manager’s response was brief, informal, and widely circulated online, reading: “Okay, approved bestie 💅.”
The exchange quickly gained traction on social media platform X, where users reacted with humor, admiration, and criticism. Several users described the interaction as reflective of a changing corporate culture, suggesting that such communication styles represent a shift toward a more relaxed and human-centric workplace environment. Others expressed envy over the employee’s experience and the informal approval received from management.
However, the viral post also attracted critical commentary. Some users questioned the appropriateness of approving leave for such reasons while highlighting broader concerns about workplace priorities. Critics argued that while certain employees advocate for structured employee benefits such as menstrual leave, others appear to receive approval for leisure-oriented requests, raising questions about consistency in workplace policies.
The incident has since become a talking point in discussions about generational differences in corporate communication, workplace boundaries, and evolving managerial approaches in modern office environments.
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