Mental Health Leave Denied: Are Indian Workplaces Still Treating It as an Excuse?

Earlier this year, a software engineer at a mid-sized Bangalore startup posted on LinkedIn that her request for "mental health leave" was denied by HR, who said it wasn't a "valid reason" under the company leave policy. The post went viral, triggering a debate on whether Indian HR policies are keeping up with modern realities. Is mental health still seen as an excuse rather than a legitimate health concern in our workplaces? What steps can HR take to define and support it within existing policies?

Denial of Request for Mental Health Leave

The denial of the request for "mental health leave" was justified and legal. The HR's decision was valid because it wasn't considered a "valid reason" under the company leave policy.

Legal and Policy Considerations

Under the law and rules, there is no provision for "wellness days." Those who attempt to implement such days may face statutory issues. HR should consider that employees with frequent mental health issues may be deemed unfit for service.

It is high time companies change their leave policies.

We need to normalize talking about mental health and illness.

Suppose a person is detected with cancer (2nd Stage). They would have to take frequent leaves for their chemo and treatment. Would you throw that person out of your organization?

In a similar manner if someone is diagnosed with a mental illness or disorder, they are not unfit for the organization. All they need is support and consideration.

The companies can not change their leave policies in whimsg.
The employees working in companies gets leave under the Acts and Rules extended under Factory Act & Rules, Mines Act,/Rule and Shops and Commercial establishments.
The company does not provide leave,. But employees earn their leave for subsequent year(1 day leave per 20 days working in current year). The employees should stand eligible, if put 240 days working in the calender year.
The one will get no leave, if his working is less than 240 days or as per the rules exist in that state.
The company frames policy to administrate the grant and monitoring of Earned Leaves.
The company is a business house, motive is profit. The charitable company can consider such request of wellness. The sick employee or normal employee can avail leaves in their account, or other wise LOP. The prolong sickness causes absenteeism and long absent opens avenue for termination but scenario is tough for insane employee.