One Size Doesn’t Fit All: Rethinking Mental Health in Corporate India

Did you Know?

2023 research by the McKinsey Health Institute found high levels of reported depression-burnout symptoms, anxiety symptoms,  symptoms, and distress among Indian employees. Nearly six in ten reported symptoms of burnout, and 51% reported they are working under a lot of pressure at work—highlighting the urgent  for focused support.

In recent years, workplace mental health has moved from the sidelines to the spotlight, becoming a vital part of the overall well-being strategy for many organizations. Over the past several months, LiveLoveLaugh has engaged with a range of HR Leaders, corporate employees and our own experts, to better understand this evolving landscape. As conversations around mental health gain momentum, more employers are recognising the need to create psychologically safe and supportive environments. 

However, a “one-size-fits-all” approach is no longer sufficient. Employees engage with mental health initiatives in diverse ways - shaped by their roles, life stages, and personal circumstances. Our findings reveal persistent gaps in current approaches, underscoring the need for more tailored, inclusive, and sustained efforts to support employee well-being. 

Despite growing awareness, our discussions uncovered several systemic gaps that continue to hinder meaningful progress - 

• Lack of Structured Frameworks: Many organizations operate in silos without a cohesive, long-term mental health strategy.
• Limited External Support: A significant number of organizations are yet to implement formal Employee Assistance Programs (EAPs) or partner with mental health professionals.
• Low EAP Utilization: Even where Employee Assistance Programs (EAPs) exist, usage is often below 2%. This indicates high levels of stigma, that employees may not trust  systems, and  still feel hesitant to ask for help.
• Resource Constraints in Startups: Smaller organizations and startups often face challenges related to budgets and bandwidth, which limits their ability to prioritize mental well-being.

All these challenges point to one truth: we can’t copy-paste solutions. Mental well-being has to be understood in the context of culture, capacity, and care.

Awareness to Action

Raising awareness is an important first step, but it’s only the beginning. The real shift happens when awareness turns into action. To truly support employee mental well-being, organizations must invest in understanding it systematically and empathetically. This means going beyond one-off wellness initiatives and starting with something foundational: data.

By measuring mental well-being at an aggregated level, organizations can maintain the confidentiality of individual employees while gaining unique insights related to stress, anxiety, attrition, burnout, resilience, and more. Without these insights, it becomes challenging to address the specific needs of each organization.

What Can Organizations Do?

Organizations have a powerful opportunity - not just to offer support, but to shape a culture where mental well-being is part of the organization’s DNA. Here are a few ways to begin:

• Go Beyond Surface-Level Interventions
  There is a great need to move beyond one-time or piecemeal activities planned to tick off a checklist. A data-led diagnostic and consistent approach rooted in empathy is essential before designing any intervention.
  
• Adopt a Scientific, Evidence-Based Approach
  Use validated assessments and behavioral insights to design programs that are contextually relevant, measurable, and scalable.
  
• Encourage HR Conversations and Policy Change
  The solution to mental health challenges cannot be resolved only by engaging with  EAP providers. HR leaders, line managers, and policy-makers must engage in conversations about psychological safety, support systems, and inclusive leadership.
  
• Commit to a Long-Term Roadmap
  There is no magic wand when it comes to mental health and it is no different with organizations. What is needed is committed leadership buy-in, periodic evaluations, and a willingness to evolve strategies based on feedback and data.

At LiveLoveLaugh, we recognize these challenges and believe that mental well-being deserves a place at the heart of every workplace. To support organisations in India, our latest initiative - the Corporate Mental Health & Well-being Program - in collaboration with McKinsey Health Institute is designed to help companies assess the current state of employee mental health. Through data-driven insights and a tailored approach, the program empowers employers to move beyond surface-level interventions and build environments that truly prioritise psychological safety, inclusion, and sustained well-being.

On a parting note, mental health impacts more than individuals - it directly affects business outcomes. In 2022 alone, poor employee mental health cost Indian employers an estimated ₹1,10,000 crores (~USD 14 billion), as highlighted in a study conducted by Deloitte. The link between mental well-being and business performance is now undeniable. For India, the question is no longer whether we should invest in mental health, but how intentionally and urgently we choose to act.

Interested in the program? Email us: corporate@thelivelovefoundation.com