India stands at historic crossroads. As the world’s youngest country, we are projected to have the largest workforce globally within the next decade. But with this opportunity comes responsibility.
We are currently navigating the needs of a minimum of at least four generations at work – Baby Boomers, Gen X, Gen Y(Millennials) and Gen Z, each bringing their unique perspectives, challenges, and expectations. From Gen Z’s emphasis on mental health and flexibility to Baby Boomers managing chronic conditions and planning for retirement, wellbeing must be personal, inclusive, and future-ready. It is therefore time for India Inc. to look beyond one-size-fits-all wellness programs.
Why Corporate Wellbeing Must Evolve Now
The workplace of today and tomorrow demands more than gym memberships and annual health checkups. The realities of modern work—be it hybrid models, economic uncertainty, rising burnout, or caregiving responsibilities—requires a multi-pronged approach to employee wellbeing that spans: Mental, Emotional, Financial, and Physical Health.
73% of Indian employees expect their employer to provide holistic wellbeing benefits including financial and mental health support, according to Mercer Marsh Benefits Survey, 2023.
Removing Mental Health Stigma Starts at the Office
According to a survey by Deloitte India, 2022, $14 billion is lost annually in India due to mental health-related issues like absenteeism, and attrition.
As India makes economic progress, mental health stigma lingers—and often shows up at work. The office can and must be the frontline of change. Leaders could take the lead, by actively advocating for therapy, normalizing conversations around burnout and anxiety, and ensuring policies protect and support mental wellness.
Mental health champions, first-aiders, manager training, anonymous counseling support, and flexible work hours can shift culture from silence to support. When the workplace becomes a safe space, it has a ripple effect into homes, communities, and across generations. (For example, as a first-time mother, I am becoming so much more aware, intentional and sensitive to how my own health – mental and physical has an impact on my parents, my spouse, my sibling and my child.)
Who We Call Family is Evolving — So Must Our Policies
The traditional definition of family is evolving—and so must our approach to health benefits. Today’s employees may live-in with their partners or be single parents. They may also choose to have children through adoption or surrogacy. Many corporate policies are yet to include critical benefits such as insurance coverage for all partners (married or otherwise) or for surrogacy and fertility treatments support.
In fact, only 5% of organizations in India cover same-sex partners under employee health benefits, as reported in the Equiv.in Workplace Inclusion Study, 2023.
Inclusive benefits must extend to all loved ones—not just spouses defined by traditional, typical and outdated frameworks. Whether it is access to medical insurance, parental leave, or mental health support, organizations must acknowledge and celebrate the diversity of families in India today.
Workplace wellbeing, for Persons with Disabilities (PWDs)
When India Inc. charts the course for PWDs, we must move beyond accessibility checkboxes to intentional, human-centered design. Wellbeing frameworks must recognize that PwDs may navigate unique stressors—from physical and digital barriers to social exclusion and unconscious bias.
This calls for customized benefits, such as accessible mental health platforms, assistive tech subsidies, flexible work arrangements, and caregiver support. As we reimagine the future of work, centering disability inclusion in wellbeing is not just the right thing to do—it is the smart thing to do.
Inclusion is a Health Strategy
Inclusion and wellbeing go hand in hand. For India’s multigenerational, multilingual, and socioeconomically diverse workforce, how do we design health interventions that are equitable and accessible? Sharing a few ideas on the same:
- Communicate in regional languages to bridge literacy gaps.
- Offer telehealth or mobile services for employees in tier-2/3 cities.
- Normalize mental health support through leadership role modeling and peer champions.
- My personal favourite – Create feedback loops to continuously adapt offerings based on employee voice.
The Power of Personalization: Choice is the New Currency
A growing workforce of young, diverse professionals demands autonomy. What works for a 25-year-old single employee might not serve a 45-year-old caregiver or a 55-year-old nearing retirement.
Flexibility and choice must be at the heart of corporate health benefits. Whether it is customizing insurance plans, offering mental health days, menstrual leave, fertility support, creches, sabbaticals, or access to financial advisors—organizations must empower individuals to shape their own wellbeing journeys.
Imagine a future where employees choose from a benefits “menu” tailored to their life stage, cultural background, gender identity, or neurodiversity needs. That is the future-forward approach we as representatives of diverse organizations must lead.
In Conclusion: Health is Everyone’s Business
Remember: healthy companies are built by healthy people. And the future of work in India will thrive only when we prioritize health equity, choice, and empathy.
By investing in whole-person wellbeing today—mental, emotional, financial, and physical—we are not just supporting our employees, we are honoring their contribution and future-proofing our organizations.
As we choose health and flexibility, let us build a workplace where every person and every family belongs and thrives.
Link- Reimagining Wellbeing at Work: Building a Healthier Future for India’s Multigenerational Workforce