Workplace mental health is no longer a niche concern, it is a crucial factor influencing employee well-being, organizational productivity, and economic growth. Yet, in India, a complex interplay of cultural stigmas, organizational constraints, and insufficient mental health resources prevents many employees from seeking the help they need.

This article explores the pressing issue of mental health detection and disclosure in Indian workplaces. It highlights the limiting EAP effectiveness  and presents Mental Health First Aid (MHFA) as a proactive solution. With research showing that 75% of employees fear stigma and job loss when disclosing mental health issues, and EAPs having a utilization rate of only 5-10% in India. Therefore  a proactive and workplace-driven approach should supplement the existing initiatives like EAPs.

Mental Health in Indian Workplaces

Mental health challenges are widespread in corporate India, but they often remain hidden. The fear of being judged or losing one’s job discourages employees from speaking up. In a culture where mental health issues are still misunderstood, many employees choose silence over disclosure, allowing their conditions to worsen.

According to recent research by Prasad KDV, Vaidya R, Rani R 2023, mental health stigma is deeply ingrained in Indian workplace culture. Many employees hesitate to seek professional help due to fear of discrimination or career setbacks. This reluctance extends beyond employees; organizations themselves often fail to acknowledge the issue, leading to inadequate support systems.

Identifying Mental Health Challenges in the Workplace

Detecting mental health issues in employees is challenging, especially in a high-pressure corporate environment where stress and burnout are normalized. The key to early detection is fostering an open and supportive organizational culture.

• Behavioral signs: Managers should be provided mental health training so that they can identify the changes in behaviors of their coworkers such as withdrawal, irritability, absenteeism, or decreased productivity.
• Anonymous surveys and self-assessment tools: Companies can implement periodic check-ins and mental health screenings to assess employees’ well-being.
• HR intervention: Encouraging employees to reach out for help through structured programs and designated mental health first aid officers can aid in early detection.

The Fear of Speaking Up

Even when there is detection of mental health struggles, disclosing them is another challenge. Studies show that 75% of employees in India fear stigma and job loss when disclosing their mental health issues(BMC, Poddar & Chhajer, 2024). The barriers to disclosure include:

• Fear of professional consequences: Employees worry that admitting to mental health issues will affect promotions, job security, or their employer’s perception of their competence.
• Lack of trust in confidentiality: Many employees believe that HR departments may not keep mental health disclosures private, discouraging them from seeking help.
• Cultural stigma: Traditional beliefs about mental health, especially in India, often lead employees to hide their struggles rather than seeking professional support.
  
• Organizations must take deliberate steps to create a safe space for disclosure by ensuring confidentiality, offering multiple disclosure channels, and training managers to handle mental health conversations with empathy.

Encouraging Factors for Disclosure

Organizations must focus on factors that encourage employees to disclose mental health challenges. According to the research by  (Roberge M-É, Abbasy MRUH, Huang WR, Lavoie S.  2020) the main  key enablers identified through employee and HR interviews from top tier companies are:

1. Psychological Safety

Employees are more likely to disclose their mental health concerns when they feel that:

• Their workplace is a safe space for open conversations.
• Their identity and concerns will remain confidential.
• Their condition will not affect their job security or career growth.

2. Perceived Social Support

• Employees’ willingness to disclose mental health challenges is influenced by their perception of support.
• Strong relationships with managers and team members foster trust and encourage open conversations.

3. Communicating Success Stories

Sharing real stories of employees overcoming mental health challenges increases confidence in seeking support.

Employees look for cues from peers—seeing others share their struggles and receive support reduces stigma.

Training Over Formal Advice: The MHFA Difference

One of the biggest reasons why employees avoid seeking help is the perception that they will receive impersonal, generalized advice instead of meaningful support.

Many employees reject HR-recommended counseling because they don’t want generic knowledge on mental health. What they truly need is support from people who understand their workplace realities.

This is where Mental Health First Aid (MHFA) makes a major difference. MHFA trains managers, HR personnel, and employees to provide immediate, workplace-relevant support.

• MHFA is proactive: It equips employees with the skills to detect early signs of distress and provide help before issues escalate.
• MHFA builds trust: Employees feel more comfortable speaking to trained colleagues rather than seeking external counseling.
• MHFA builds peer support: It creates a network where employees look out for one another, reducing stigma.
• MHFA build Empathy: By understanding the mental health challenges, employees develop deeper compassion and are more willing to support colleagues in need.
  
  

Workplace Mental Health: Key Organizational Strategies

Organizations that prioritize mental health create healthier, more engaged teams.

1. Promoting Mental Health Awareness

Education is key to early intervention. Many employees miss signs of anxiety, depression, or chronic stress. Raising awareness fosters a culture of support.

How to Build Awareness:

• MHFA Training which is standardized and structured. 
• Conduct workshops that are evidence based and practical .
• Share digital and print resources on common mental health challenges.
• Introduce online self-care courses.
• Normalize discussions on well-being in team meetings.
  

2. Strengthening Workplace Mental Health Support

Employees evaluate workplace support before opening up. A lack of resources discourages disclosure.

Building Stronger Support Systems:

• Offer anonymous helplines and Employee Assistance Programs (EAPs).
• Hire in-house counselors or partner with mental health professionals or services.
• Regularly communicate available support options that can be reached locally.
• Create peer support groups to encourage open conversations.
  

3. Empowering Managers to Support Mental Health

Managers are the first point of contact for struggling employees. However, many lack the training to respond effectively.

How Managers Can Help:

• Undergo training to recognize mental health warning signs.
• Foster trust with regular employee check-ins.
• Ensure confidentiality and refer employees to appropriate resources.
• Work with HR to develop personalized support plans.
  

4. Leadership’s Role in Mental Health Advocacy

When leaders actively support mental health, employees feel safer seeking help.

Effective Leadership Strategies:

• Publicly acknowledge mental health as a workplace priority.
• Share personal experiences to break stigma.
• Fund wellness programs like Mental Health First Aid education and training.
• Promote flexible work schedules to reduce burnout.
• Regularly monitor and evaluate the impact of every MH interventions.
  

5. Implementing Strong Mental Health Policies

A well-defined policy ensures consistent support and protection for employees.

Key Policy Elements:

• Clearly outline mental health rights and Policies.
• Maintain confidentiality in employee disclosures.
• Prevent discrimination against those with mental health conditions.
• Regularly assess workplace mental health through employee surveys.
• By integrating these practices, organizations can cultivate a mentally resilient and supportive work environment.

A Call to Action for Indian Workplaces

The conversation around workplace mental health in India is evolving, but significant challenges remain. Employees continue to fear stigma and job loss, and EAPs alone are not sufficient to address the issue. Organizations must take a proactive approach by embracing MHFA, fostering supportive workplace cultures, and normalizing mental health discussions.

By prioritizing mental well-being, organizations can create healthier, happier, and more productive workplaces—benefiting employees, businesses, and society as a whole.

Reference: Poddar, A., Chhajer, R. Detection and disclosure of workplace mental health challenges: an exploratory study from India. BMC Public Health 24, 1874 (2024). https://doi.org/10.1186/s12889-024-19422-9