When 28-year-old Rhea D, a marketing executive working at a multinational firm in Gurugram, needed to take a day off earlier this year due to emotional exhaustion, she found it easier to call it a “migraine” than to disclose the truth.
“It felt safer that way,” she said, reflecting a sentiment shared by many Indian professionals who hesitate to cite mental health as a legitimate reason for leave.
Despite increasing discourse around emotional wellbeing, mental health remains a hushed subject in corporate India, with stigma, fear of judgement, and lack of institutional support dissuading open conversations.
A recent Naukri Pulse 2025 survey underscores the scale of this issue: nearly 75% of Indian professionals said they are uncomfortable citing mental health as a reason for time off.
The study, based on responses from over 19,000 job seekers across 80 sectors, found that 45% of respondents had labelled mental health-related absences as general sick leave, while 19% refrained from taking leave altogether. Only 28% felt comfortable stating mental health concerns as the reason for their absence.
Experts pointed out that this reflects the continued disconnect between rising awareness and workplace acceptance of mental health issues.
Concerns over being perceived as weak, judged by colleagues, or overlooked for promotions are some of the primary deterrents to transparency. According to the survey, 31% of respondents feared being seen as incapable, 27% cited fear of peer judgement, and 21% worried about the impact on career progression.
Industry-specific patterns also reveal significant differences: in aviation, 42% feared judgement from peers; in real estate, 37% were concerned about appearing weak, while 33% in the automobile sector expressed similar anxieties.
“Workplaces often say they support mental health, but the reality on the ground tells a different story,” said Aniket Mehra, a team lead at an IT company in Bengaluru. “Even with policies in place, there's an unspoken rule — don’t show weakness.”
Mental health experts agree with Aniket, stressing that workplace-related mental distress is not just a personal concern — it is a growing public health and economic challenge.
Dr. Om Prakash, Professor of Psychiatry and Deputy Medical Superintendent at the Institute of Human Behaviour and Allied Sciences (IHBAS), Delhi, noted that mental health in the workplace needs urgent systemic attention.
“According to the World Health Organisation (WHO), depression and anxiety disorders cost the global economy over USD 1 trillion annually in lost productivity. India alone is projected to incur losses of over USD 1.03 trillion between 2012 and 2030 due to mental health-related productivity issues,” he told The Health Outlook.
The National Mental Health Survey (2015–16) found that nearly 15% of Indian adults live with some form of mental illness — many of whom are part of the active workforce. Dr Prakash also cited a Deloitte India study in 2022 which reported that 80% of employees had experienced mental health challenges in the preceding year.
“Awareness without actionable support is not enough,” Dr. Prakash said. “There is a need for sustained interventions: from leadership-level advocacy to employee assistance programmes, manager sensitisation, and accessible counselling services.”
The Tele-MANAS helpline (14416), launched by the Union Government, is a potential resource that could be integrated into Employee Assistance Programmes, especially in small and medium-sized enterprises, he recommended.
Although some firms have introduced mental wellness programmes, experts argue these are often symbolic.
Mercian Daniel, Senior Research Fellow at The George Institute for Global Health India, said that organisations need to move beyond token initiatives.
“Support systems must be multi-layered — flexible work hours, grief counselling, wellness workshops, green workspaces, team bonding activities — with visible leadership backing,” he said. “Change happens when leaders speak openly and policies are implemented with empathy, not as checkboxes.”
Daniel also called for mandatory frameworks, akin to the POSH Act, to safeguard mental wellbeing in the workplace. “Just as physical safety and sexual harassment are legally addressed, mental health too must be protected under law,” he added.
Richa Aggarwal, Counselling Psychologist at Yatharth Hospital, Model Town, Delhi, argues that companies must move beyond performance-centric cultures.
“We spend one-third of our lives at work. If our workplaces are exhausting and unsupportive, our mental health deteriorates. Conversations around wellbeing are growing, but the gap between policy and lived experience remains,” she said.
According to Aggarwal, seemingly minor practices — wellness breaks, “focus hours”, regular one-on-ones, and access to mental health professionals — can make workspaces more humane and inclusive.
“Policies must be complemented by day-to-day empathy: listening, acknowledging, and respecting employees’ boundaries,” she added.
Clinical Psychologist Muskan Khitoliya from Delhi-based The Clinic believed that the first step towards emotionally healthy workplaces is building trust. “Managers must be trained to listen without judgement. Employees should not have to mask their burnout behind migraines or stomach aches.”
She underlined the need for confidential communication channels, flexible work structures, and realistic deadlines, all of which contribute to lowering stress levels and absenteeism.
“Employees aren’t looking for luxuries — they want dignity, balance, and support. When these are offered consistently, organisations become more resilient and people-focused,” she said.
As India envisions a future-ready workforce, experts agree that mental health must be treated not as a personal failing but as a cornerstone of national productivity and dignity at work.
“Mental wellness is not a luxury,” noted Daniel. “It is a prerequisite for sustainable growth — economic, social, and human.”
