Two points here. One in your favour and One against.
The one AGAINST you is that you cannot MIS-USE office for anything other than OFFICIAL PROFESSIONAL activities.
Link-up, Hook-up, Romance,..etc are personal and on that very ground of indulging in personal activity, in a professional atmosphere, is enough to FIRE you.
The point in YOUR FAVOUR is that, you CANNOT be asked to leave.
The management has to follow a procedure/ method in this.
First, they have speak to you about it.
Next, they have to send you five reminders ( memo ) about any issue that they face with you.
If the performance appraisal report has good points in the performance column, their position is complicated.
If there are any appreciation mails appreciating your job, by the client and/or your management, then again their position is complicated.
After three reminders about your behaviour in office, the project team has to involve the HR team.
The project team has to take care, initially, in the interests of the business.
Only when one meeting and the five memos issued, can they prepare a formal HR TERMINATION report.
where is the termination report ?
every date of every reported issue has to be mentioned in that report and signed by HR and your Manager and evidence too should be there.
where is that report ?
They cannot terminate your services just like that.
THE BIGGEST MISTAKE YOU PEOPLE DO IS TO REMAIN QUIET WHEN THEY REPEATEDLY ASK YOU TO LEAVE.
YOU SHOULD DIRECTLY SEND A MAIL TO ALL SENIORS THAT YOU ARE BEING ASKED TO LEAVE and that IT IS PLAINLY SNATCHING YOUR CONSTITUTIONAL RIGHTS TO SELL YOUR SERVICES.
SAME DAY, YOU SHOULD GET AN ADVOCATE TO SEND A NOTICE WARNING THEM NOT TO INDULGE IN FORCEFUL TERMINATION.
IF THEY BRIBE YOUR ADVOCATE, no problem.
Your Initial Mail can be treated as a PRIVATE NOTICE, in which you have mentioned to your seniors that you are being FORCED to leave.
Even now, you can send them a PRIVATE NOTICE that you were forced to leave and that you are contemplating legal recourse towards relief and remedy, which includes seeking adequate compensation for damaging your career graph.
BUT REMEMBER, THIS IS ONLY IF YOU ARE NOT AT FAULT.
IF YOU ARE AT FAULT, BETTER LEAVE THE COMPANY SILENTLY WITHOUT MAKING IT A BIG ISSUE. THAT IS GOOD FOR YOU.