Why mental health in the workplace should go beyond tokenism

The clarion call for health and well-being grows louder around World Mental Health Day that falls on October 10 every year. This time around, the World Health Organisation (WHO)-led initiative announced its focus area as ‘mental health at work’.

However, it’s still questionable if workplaces today are prioritising employee well-being over work deadlines. The recent death of Anna Sebastian Perayil, a 26-year-old woman who worked at Ernst & Young in Pune, shook the nation.

Perayil’s mother, Anita Augustine, described her daughter’s workload as ‘backbreaking’, informing that she would work until late every night and even on weekends.

This incident sparked a discussion on social media (and otherwise) on the growing toxic work culture that rewards non-stop hustling.

Tulika Bishnoi, a 31-year-old former sales professional from Mumbai, remembers regular all-nighters at a multinational she worked with for three years. “I was perpetually stressed and was ridden with physical and mental health issues. I brought up my concerns, explaining what I felt to my superiors, but I was put down and called ‘inefficient’,” she recalls.

Eventually, a health scare led her to quit her job. Today, she’s far happier working as an independent consultant with multiple companies across the world. “In hindsight, I am glad I could leave the company. Those years were the most traumatic times in my life. My mental health was in shambles and no one cared at work,” she adds.

Ishaan Puri, an advertising professional from New Delhi, agrees. He was often asked to push boundaries if he wanted to succeed. Little did the 28-year-old know that it would cost him his mental peace. “My anxiety reached its peak and I was always feeling horrible. My heart rate would go up and I was constantly occupied with work. I stopped meeting friends and family and turned into a recluse.”

On the insistence of his brother, he moved to a new company that’'s far more empathetic and sensitive to its employees’ needs. “At least, I can speak to my managers if I have a bad mental health day. Things are much better, probably because it’'s a young organisation. Let’'s see how things continue,” he adds.

The need of the hour is for workplaces to take mental health seriously, says Preeti Singh, senior consultant (clinical psychology) and chief medical officer of Lissun, a tech-enabled mental health startup.

“According to the WHO, 60% of the global population is working and 15% could be suffering from a mental health condition that warrants attention. Now is a time that can't escape accountability; instead, they must find compassionate ways to support their employees,” she tells YS Life.

Time for workplaces to step up

Workplaces must shift from a reactive response to proactive frameworks, making mental health support an integral part of the culture.

“The leadership must recognise that today’s work culture, especially with the rise of remote work and blurred personal boundaries, is vastly different from the past. Addressing mental health isn’t about offering temporary relief; it’s about embedding empathy into our policies,” shares Parag Mehra, Chief Human Resources Officer at Guardian India, a global capability centre providing IT and ITES services, consulting and business solutions to Guardian Life New York and its business affiliates.

Similarly, Dr Neerja Agarwal, CEO and Co-founder of Emoneeds, a mental health organisation, highlights that taking care of employee well-being must go beyond just talking about mental health.

“Any change will begin with creating an environment where people feel safe to express their struggles without fear of judgement or repercussions,” she says.

Companies must offer tangible resources, including access to mental health professionals, stress management programmes, and regular check-ins, recommends Dr Agarwal.

“Flexible work arrangements and reasonable workloads can prevent burnout. Leaders also need to walk the talk—when management prioritises their own mental health and encourages open conversations, it sets the tone for the entire organisation,” she adds. “It’s about fostering a culture where people feel genuinely supported, not just in their work performance but in their overall well-being.”

At Guardian India, the idea is to be a champion of well-being. Its mind, body, and wallet approach provides comprehensive 360-degree support, reflecting this commitment.

Mehra adds, “From wellness day leaves, people-centric wellness policies to events, we try to create an environment that de-stigmatises mental health and also fosters a culture where well-being is central to the long-term success of both the people and business.”

Tackling stress and burnout

Burnout isn’t about a lack of motivation, but the gradual loss of momentum that accumulates over time. To combat this, leadership must focus on restoring momentum through small wins and fostering a culture of continuous learning, believes Mehra.

“Also, with careers becoming increasingly consuming, and technology outpacing its limits each day, there is an extreme vulnerability among the employed that they try to eliminate with dedication and greater productivity,” he reiterates. “Needless to say, it is an unsustainable mode of being, ultimately harmful for the workplace that is incapable of addressing this latent anxiety.”

While organisations must do their bit, it's equally important for employees to prioritise self-care. The first step is to refrain from judging oneself for feeling negative emotions. One must comfort themselves the way they would do to their loved ones, suggests Singh.

“If you find yourself in that state for a prolonged period, reach out to a trained and experienced mental health professional. Also, try and take out some time to hydrate yourself and eat nutritious food. Sleep should be monitored and there should be some time for physical exercise and meditation,” she says.

It's equally important for employees to ask for help at work by calmly approaching a trustee manager or HR professional. It's crucial to explain the challenges and try to offer suggestions on how the situation could improve.

“Be direct about what would alleviate the pressure, whether it'’s reassigning certain tasks, extending deadlines, or exploring options like mental health days or remote work,” advises Mehra.

The last word

While the conversation around mental health has certainly increased in the workplace today, it will only come into force if certain actions are implemented.

“Marrying open communication channels with cemented policy frameworks is the need of the hour. Workplaces need to win employee trust with a redressal system that has regular check-ins, feedback loops, systemic diversity and inclusion and mental health support, inclusive decision-making, accountable leadership, and a robust employee assistance program,” says Mehra.

As they say, every little drop makes an ocean.

What are the mental health challenges you face at work and how are they being addressed?