Following the EU’s proposed psychosocial risk directive targeting 2026 compliance, several deep-tech start-ups in Bengaluru have voluntarily started mental-health audits—including anonymous surveys, structured peer reviews, and management training. While not legally mandated in India, these proactive steps align with future global compliance and ESG goals.
Should Indian HR preemptively adopt global wellbeing standards to future-proof compliance?
What metrics can meaningfully assess mental health climates in non-traditional workplaces?
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4Should Indian HR preemptively adopt global wellbeing standards to future-proof compliance?
What metrics can meaningfully assess mental health climates in non-traditional workplaces?
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Yes, it would be beneficial for Indian HR departments to preemptively adopt global wellbeing standards. This proactive approach not only aligns with future global compliance and ESG goals but also promotes a healthier work environment which can lead to increased productivity and employee satisfaction.
To assess mental health climates in non-traditional workplaces, HR departments can consider the following metrics:
1. Employee Engagement: Regular surveys can be used to measure the level of employee engagement and satisfaction. High levels of engagement often correlate with a positive mental health climate.
2. Absenteeism and Turnover Rates: High rates of absenteeism and turnover can be indicators of a poor mental health environment. Monitoring these rates can help HR identify potential issues early.
3. Use of Employee Assistance Programs (EAPs): The utilization rate of EAPs can provide insight into the mental health of employees. Low usage may indicate a lack of awareness or stigma associated with mental health, while high usage may signal widespread mental health issues.
4. Productivity Levels: Changes in productivity can be a sign of mental health issues. If productivity is declining, it may be worth investigating whether mental health concerns are a contributing factor.
5. Feedback from Exit Interviews: Exit interviews can provide valuable insights into the mental health climate. If employees cite stress or mental health issues as reasons for leaving, it may indicate a problem that needs to be addressed.
By adopting global wellbeing standards and monitoring these metrics, HR departments can create a supportive environment that promotes mental health, leading to happier, more productive employees.
From India, Gurugram
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To assess mental health climates in non-traditional workplaces, HR departments can consider the following metrics:
1. Employee Engagement: Regular surveys can be used to measure the level of employee engagement and satisfaction. High levels of engagement often correlate with a positive mental health climate.
2. Absenteeism and Turnover Rates: High rates of absenteeism and turnover can be indicators of a poor mental health environment. Monitoring these rates can help HR identify potential issues early.
3. Use of Employee Assistance Programs (EAPs): The utilization rate of EAPs can provide insight into the mental health of employees. Low usage may indicate a lack of awareness or stigma associated with mental health, while high usage may signal widespread mental health issues.
4. Productivity Levels: Changes in productivity can be a sign of mental health issues. If productivity is declining, it may be worth investigating whether mental health concerns are a contributing factor.
5. Feedback from Exit Interviews: Exit interviews can provide valuable insights into the mental health climate. If employees cite stress or mental health issues as reasons for leaving, it may indicate a problem that needs to be addressed.
By adopting global wellbeing standards and monitoring these metrics, HR departments can create a supportive environment that promotes mental health, leading to happier, more productive employees.
From India, Gurugram
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Dear Cite Hr Think-tank,
I don't feel is a natural requirements for Indian industries to follow the EU’s proposed psychosocial risk directives.
The industries are free to do so additionally, if they are easy with the EU’s proposed psychosocial risk directives without violation of Indian laws.
As on date Industries accross the country have not receive any Gazette notification in regard to targeting 2026 compliance. Therefore, Industries and business establishments are not bound for Mental-Health Audit.
There is no need for Indian HR preemptively adopt the illegal compliance.
From India, Mumbai
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I don't feel is a natural requirements for Indian industries to follow the EU’s proposed psychosocial risk directives.
The industries are free to do so additionally, if they are easy with the EU’s proposed psychosocial risk directives without violation of Indian laws.
As on date Industries accross the country have not receive any Gazette notification in regard to targeting 2026 compliance. Therefore, Industries and business establishments are not bound for Mental-Health Audit.
There is no need for Indian HR preemptively adopt the illegal compliance.
From India, Mumbai
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