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In a revealing new survey released ahead of World Mental Health Day 2025, nearly three out of four Indian professionals expressed hesitation to disclose or take leave for mental health reasons, highlighting a widespread stigma in workplaces across the country. The survey, conducted by Naukri and encompassing 19,650 respondents across 80 diverse industries, paints a sobering picture of the cultural and systemic barriers that continue to impede open conversations about mental well-being in Indian offices.
Key Findings: Reluctance and Underreporting
A striking 74% of professionals reported discomfort in requesting leave for mental health concerns. Instead, 45% of respondents admitted to categorizing such leave as general sick leave, while 19% avoided taking any leave altogether—even when in need. Only 28% of those surveyed said they would feel comfortable explicitly stating mental health as the reason for their absence.
The reasons behind this reluctance are both personal and institutional:
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31% feared being perceived as incapable or weak by their peers and supervisors
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27% worried about potential judgment from colleagues
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21% anticipated being viewed as someone making excuses, and an equal proportion felt their career growth could be threatened by such disclosures
Workplace Stressors: Root Causes of Mental Health Challenges
The survey also delved into the main contributors to workplace-related mental health issues. Poor work-life balance was identified as the leading factor by 39% of respondents, followed by micromanagement (30%), lack of recognition for work (22%), and fear of making mistakes (10%). Notably, sector-specific differences emerged: lack of recognition was cited as the principal stressor in the pharmaceutical industry, while micromanagement was most prevalent in knowledge-processing and research roles.
According to a 2022 Deloitte report, workplace-related mental health issues remain a major driver of absenteeism, presenteeism, and employee attrition, costing Indian employers an estimated $14 billion annually. This financial impact underscores the urgent need for policy reforms and cultural shifts to prioritize employee mental well-being.
Expert Perspectives: Stigma, Solutions, and the Path Forward
Dr. V. Geetanjali, head of psychiatry at Government Rajaji Hospital, highlights that about 13% of India’s population faces mental health problems at any given time, yet treatment is often hindered by stigma and misconceptions. “Employers have traditionally struggled to address this, as most employees feel uncomfortable speaking to their supervisors due to fear of retribution or being misunderstood,” adds Charu Sehgal, a leading healthcare and life sciences expert at Deloitte.
Mental health advocates point out that while awareness campaigns—such as those surrounding World Mental Health Day—have improved visibility, policy and cultural changes lag behind. Flexible work options, organizational training for managers, anonymous counseling services, and explicit mental health benefits were all cited as practical steps that could help bridge the gap between awareness and meaningful action.
“Creating a psychologically safe workplace requires continuous organizational commitment, starting from leadership and extending to daily employee interactions,” says Dr. Kumanan, former head of psychiatry at the same institution.Statistical Context: The Scale of Unmet Need
India faces significant obstacles in addressing mental health at both societal and institutional levels:
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14% of the Indian population needs mental health intervention, with more than 80% going untreated due to stigma, lack of resources, and insufficient infrastructure
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The country has only 0.75 psychiatrists per 100,000 people, making access to mental health care especially challenging, particularly in rural and semi-urban regions
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Young adults and students are especially vulnerable, with India reporting some of the highest youth suicide rates worldwide and over half of Indian youth reporting symptoms of depression or anxiety
Practical Implications: What This Means for Workers and Employers
For professionals, these findings highlight the importance of self-advocacy, recognizing stress signals early, and prioritizing self-care—even in challenging environments. Experts recommend trying to maintain clear boundaries between work and personal life, seeking support from trusted colleagues or mental health professionals, and making use of any employee assistance programs (EAPs) that may be available.
Employers, meanwhile, are encouraged to adopt clear policies that recognize and legitimize mental health leave, offer training for line managers in compassionate communication, and strive to foster inclusive cultures where open dialogue about mental health is normalized. Flexible work arrangements, wellness programs, and regular mental health workshops were suggested as effective interventions by a majority of survey respondents.
Limitations and Counterarguments
While the current survey provides robust insight, there are several limitations to consider. Self-reported data may underestimate or overestimate true incidence due to social desirability bias. Additionally, evolving attitudes toward mental health may vary significantly across sectors, regions, and age groups—findings may therefore not be universally generalizable. Some critics caution against over-reliance on “wellness days” or single interventions, advocating instead for sustained, multifaceted strategies.
Broader Context: National Policy and Ongoing Challenges
Despite the passage of the Mental Healthcare Act, 2017 and periodic efforts through the National Mental Health Programme, the treatment gap remains stark. Both experts and government authorities emphasize the need for scalable, rights-based approaches that integrate mental health into primary care and disaster response systems.
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