Explore workplace mental health, legal rights, corporate policies, and strategies to foster a supportive, inclusive, and healthier work environment for employees.
“Take care of your employees, and they will take care of your business.” – Sir Richard Branson
Nearly 60% of people on the planet are employed. Every employee is entitled to a safe and healthy workplace. The workplace, where many people spend the majority of their waking hours every week, is frequently the most controlled and regimented setting in their lives. It is also frequently where they get most of their social and emotional support. An important context for comprehending and promoting mental health is the workplace.
CASE STUDIES: WORKPLACE MENTAL HEALTH CHALLENGES
- Toxic Work Cultures: The Bangalore Startup Experience
A discussion on Reddit sheds light on the challenging work culture in some Bangalore-based startups, where employees often face long working hours, high-pressure environments, and job insecurity. The post highlights concern such as uncompensated overtime, unrealistic deadlines, delayed salaries, and sudden layoffs, raising questions about employee rights and corporate accountability. Contributors to the discussion emphasize the importance of legal awareness, enforcing labour laws, and seeking healthier work environments. This conversation underscores the need for stronger employee protections and ethical business practices in the growing startup ecosystem.
- Gaslighting at Work: The Hidden Manipulation
One of the news items reported on the Economic Times reveals Gaslighting at workplace, a recent trend. Gayu, an administrative executive at a large pharmaceutical company, was a victim of persistent workplace gaslighting by her boss. The final breaking point came when he denied making multiple late-night calls and sending 18 WhatsApp messages, despite clear evidence on her phone.
Her boss systematically undermined her confidence over time, starting with minor incidents, such as falsely claiming she misheard his coffee order before escalating to more severe manipulations. He deliberately gave her incorrect meeting times, then blamed her for scheduling errors. He also fluctuated between praising and harshly criticizing her work to create confusion and self-doubt. When she confronted him about using abusive language, he dismissed her concerns, insisting she had “imagined” it.
This relentless psychological manipulation made Gayu question her own reality, a textbook case of workplace gaslighting aimed at maintaining dominance and control. Ultimately, she recognized the abuse and quit, refusing to tolerate further mistreatment.
LEGAL FRAMEWORK: EMPLOYEE RIGHTS AND EMPLOYER RESPONSIBILITIES
Article 21 of the Indian Constitution provides the right to life and personal liberty, which the judiciary has construed broadly to encompass the right to mental health. Furthermore, by requiring the provision of universally accessible mental health services, the Mental Healthcare Act, 2017, strengthens this right. In Ravinder Kumar Dhariwal v. Union of India,1 the Supreme Court reviewed the Indian legal system’s treatment of mental illness and stated that “the 2017 Act had a truly transformative potential and provided a rights-based framework of mental healthcare.” According to the MHA, every individual with a mental illness has the following rights: the right to privacy and dignity; the right to be included in society and not excluded from it; the right to receive the same treatment as those with physical illnesses in all healthcare facilities; the right to be shielded from all types of sexual, emotional, and physical abuse; and more. The MHA also highlights people with mental diseases’ right to confidentiality. Even though this rule is not employment-specific, companies should take into consideration its ideas given the global increase in mental health concerns.
ACTIONS FOR MENTAL HEALTH: STEPS FOR EMPLOYERS
- Leadership & Management Initiatives
Leadership training in sleep promotion, mental health, and diversity and inclusion also enhances workplace trust and reduces job-related stress. Beyond offering resources, organizations should ensure managers understand and actively guide employees in accessing available support systems.
- Creating a Flexible and Inclusive Workplace
Organizations should focus on balancing business needs with employee preferences by fostering flexible work environments. Research indicates that employees with supportive supervisors experience higher job satisfaction, making flexibility a key factor in workplace well-being and retention.
- Enhancing Employee Benefits & Support
Organizations should ensure their health insurance complies with the Mental Health Parity and Addiction Equity Act and consider enhancing coverage by including out-of-network mental health benefits. Clear communication of available resources and easy access to support services help employees navigate their mental wellness needs effectively.
- Equity, Diversity and Inclusion Policies
Creating an inclusive and equitable workplace is essential for employee mental well-being and overall organizational success. Inequity and discrimination contribute to workplace stress and turnover, particularly among employees with disabilities. Organizations should assess DEIB (Diversity, Equity, Inclusion and Belonging) policies, seek expert guidance, conduct audits, and diversify recruitment efforts.
PRAISEWORTHY STEPS TAKEN BY CORPORATE
While some companies have implemented limitless sick leave policies or offered wellness days off in addition to other paid time off, others have also been regularly surveying their workforce to determine employee satisfaction. In accordance with its Recharge and Reset Policy, Meesho, a social e-commerce platform, recently took a company-wide vacation, allowing staff members to fully disconnect from work during that time.
Tech Mahindra launched a mental wellness program called “Mind Plan” to give staff members daily doses of mindful activities and advice. Accenture India expanded its medical insurance coverage to cover dependant family members’ reimbursements for mental health consultations. In order to increase awareness of mental health, it also arranged virtual sessions including top doctors and comedians. In order to improve staff morale, L’Oreal has implemented the ideas of Healing Day Off and Healing Week and uses “Wysa,” an emotionally intelligent chatbot, to provide 24/7 support on mental health.
CALL FOR ACTION
Workplace mental health problems can range from stress and exhaustion to more serious ailments including depression and anxiety disorders. These problems can be made worse by workplace pressures like heavy workloads, looming deadlines, and a lack of support. Furthermore, the stigma associated with mental health frequently keeps people from getting treatment, which makes their issues worse. Employers cannot afford to ignore mental wellness in the age of The Great Resignation. Every level of the organization should be committed to incorporating mental health into its basic principles. Forward-thinking companies can obtain a significant competitive advantage in luring and keeping top personnel by encouraging candid discussions about mental health, offering strong support services, and substantiating rhetoric with concrete policy.
Authored by Tanvi Ojha, Legal Intern