Choose another country or region to see content specific to your location
October 04, 2024
The tragic death of a 26-year-old chartered accountant, Anna Sebastian Perayil, who worked at EY in Pune, has reignited discussions about the demanding work culture faced by young professionals in India. Anna’s mother blamed her daughter’s death on excessive work stress, including long hours and tight deadlines, and called for systemic changes within the company and the industry.
Creating a supportive workplace that prioritises mental health can be a powerful tool for attracting and retaining top talent. Even if you’re already dedicated to employee well-being, it can be challenging to find practical ways to implement meaningful support. In light of the recent incident involving EY in India, it’s critical for companies to adopt robust standards to ensure the safety and well-being of their employees.
Below are some essential measures companies can implement:
Indian laws, guided by the Directive Principles of State Policy, mandate that the State ensure the health and well-being of employees
The Supreme Court case Consumer Education and Research Center v. Association of India expanded the interpretation of Article 21 of the Indian Constitution to include a broader range of rights, such as the right to a better standard of living, healthy working conditions, and opportunities to prevent employee illness and disabilities.
To achieve this, the government has enacted various laws and policies. One such law, the Employees’ State Insurance Act, provides certain employees with extended sickness benefits, including coverage for mental health conditions like psychosis.
The Supreme Court decision in Kirloskar Brothers Ltd. v. Employees State Insurance Corporation established that employers have a responsibility to contribute to the well-being of their employees by participating in the development and implementation of welfare programs. This decision highlights the role of employers in creating a conducive work environment that supports the overall development of their workforce.
Tragedies of the type suffered at E&Y are sad reminders that we not only need to prioritize the physical safety of our employees but we should also recognize that the legal framework or workplace compliance includes a much wider concept of employee well-being. Only by regularly speaking about these issues and educating our workforce do we have a real chance of changing these behaviours and creating a truly “safe” workplace.