Reflecting on Social Media and the Tragedy of Anna Sebastian Perayil

It’s a hard life these days. Our attention is constantly pulled in multiple directions. We doom-scroll endlessly, becoming desensitized to the murder, mayhem, and hopelessness that seem to surround us. Eventually, we resign ourselves to the daily humdrum with a sigh and the question: “What even can we do?”

For many on social media (SM), the tragic death of 26-year-old Anna Sebastian Perayil is yet another heartbreaking entry in the growing list of lives lost too soon. The whole virtual space is in an uproar over Anna’s mother’s heartfelt letter—and rightly so. But because social media is rapidly becoming the jury in this case, I fear the more pertinent issues—like workplace toxicity and harassment—might get lost in the noise, overshadowed by vendettas and mob justice.

Let’s start with what we know: Anna, an aspiring & competent CA joined a company, brimming with hope and ambition. But her energy and drive were exploited to the point that her health collapsed, ultimately leading to her untimely demise. Her mother, in her grief, sent a deeply moving email to the management, hoping to shed light on the serious and systemic problems. Somehow, this email found its way to social media, and from there, things escalated.

Now, take a moment to consider: if this had happened in a time before SM and instant (in)justice, how would we have expected this tragic event to be handled?

When an issue has such far-reaching consequences, these questions must be asked. One of the expected outcomes here would be for the family to receive comfort knowing that real, constructive steps are being taken to reduce workplace toxicity. But is that what the past two days on social media have signaled?

People are doxxing, hurling insults, trolling, and name-calling Anna’s managers and related parties. What I refer to as virtual mob lynching is in full swing, and it’s painful to watch. The grieving mother, if she had wanted, could have named and shamed those who harassed her daughter—but she didn’t. So who gave these SM mobs the right to act as “judge, jury, and executioner”? People are blaming the company, the culture, and the managers, and while there is certainly blame to be placed, we need to acknowledge that we’re part of the problem too.

Think about it: are HR representatives who ignore exit interviews, where employees state they’re leaving due to managerial harassment, not responsible? What about managers who perpetuate toxic behavior because they were once harassed themselves? Is upper management, which turns a blind eye in the name of profits and customer retention, not accountable? What about teammates who, instead of offering support, turn a blind eye and remain silent in the face of a colleague’s struggles? If Anna had few empathetic ears that hadn’t gone deaf to her distress, perhaps a life could have been saved, or at least some of her suffering could have been alleviated. There is no single entity to blame here—many hands contribute to creating toxic work environments. What we, as a society, need to focus on is not instant gratification by holding the most visible entity accountable. That’s not justice. Justice: is demanding a proper investigation and a complete overhaul of toxic work cultures. It’s hypocritical to like a post where Narayana Murthy encourages youngsters to work 70-hour weeks and then, in the same breath, demand justice for an overworked, underpaid workforce. We can’t have it both ways.

What should we be doing instead? The answer lies in addressing the real, systemic issues behind tragedies like Anna’s.

Here are three key areas that I think we should all be calling attention to:

• Dignity of Labor: Our country lacks respect for labor. There’s a clear difference in how people are treated when working here versus abroad, and that’s telling. It’s not just about individual managers or employees; the problem is cultural. Many managers, for example, are products of toxic company cultures. They’ve absorbed the system's flaws, and until those are fixed, the cycle will continue.
• Feudal System: We may not live in a feudal society anymore, but remnants of that mindset are still present in our workplaces. Employees are expected to blindly obey their superiors, just as serfs were expected to obey their lords. This kind of power imbalance is damaging, creating environments where people are afraid to speak out or ask for help.
• HR Accountability: HR should be the safety net for employees, but too often they serve the company’s interests first. When employees leave due to harassment and tell HR about it, what action is taken? If HR fails to act, then they too are part of the problem. We need transparency, accountability, and a genuine commitment to the well-being of employees—not just damage control to protect the company’s image.

This is ultimately a people and culture problem. Anna’s mother, in her statement, said, “I hope my child’s experience leads to real change so that no other family has to endure the grief and trauma we are going through.” Hats off to this sensible and mature woman, who, even in her despair, hasn’t resorted to the base actions that SM mobs are engaging in.

By doxxing and name-calling people without proper investigation, these SM warriors are doing nothing but harm. They have no authority to mete out justice and let’s not forget that the people they’re attacking also have families, lives, and responsibilities. Would any of us be okay with being blamed for someone’s demise and then subjected to virtual lynching without so much as a trial?

My plea to everyone on social media is simple: be responsible, especially when calling someone out. We don’t know anyone’s full situation, and it’s cruel to hide behind a profile picture and throw stones from the safety of our homes.

I’m not defending the company, the culture, or the people involved. What I am urging is for SM users to act more responsibly, focus on the systemic issues at hand, and stop the mindless trolling. Instead, let’s work together to bring real change to our workplaces.

Let’s bring comfort to Anna’s mother by ensuring that employees receive timely and constructive help when faced with harassment. The system failed Anna. Let’s not fail her again by allowing mob justice to take over where thoughtful action is needed. I don’t know Anna’s family or anyone involved personally. I am simply an observer, unable to stop thinking about this tragic situation and the social media fallout that followed.

This situation is sensitive and deserves to be handled with the sincerity and gravity it demands. Social media exists to amplify voices, not to pass judgment. Let’s continue to amplify until the message reaches the right people—those with the power to enact real change—but remember, we also need to reflect on our contributions to toxic work cultures. Let’s recalibrate our approach, prioritize humanity over profit, and find a balance that allows both employees and companies to thrive.

Rest in peace, Anna. My heartfelt condolences to your family. I hope your mother’s courageous stance leads to the change she, and so many others, are hoping for.