Workplace health is no longer just an employee benefit, it has become one of the defining pillars of a progressive organisation. At the heart of this cultural shift are HR leaders, who play a crucial role in shaping the direction of employee wellbeing and fostering healthier, more resilient work environments.
Building on this thought, THIP Media, in this exclusive conversation with A. V. Balaji Babu, Vice President Human Resources, Yashoda Hospitals, Hyderabad, explores the growing importance of employee health in India, the evolving responsibilities of organisations, and the pressing workplace health concerns that still demand greater attention across Indian corporates.
He brings with him over two decades of experience across various multinational companies, having worked in diverse leadership roles and successfully led teams that earned the Healthy Workplace Awards. Excerpts here…
How would you describe the current state of employee health in corporate India?
Employee health in corporate India is at a critical inflection point. While awareness around physical health has improved over the years, there is a growing recognition that overall well-being must include mental, emotional, and social health. However, long working hours, sedentary lifestyles, and increasing performance pressures continue to impact employees negatively. Many organizations are now transitioning from reactive healthcare approaches to more preventive and holistic wellness strategies, but there is still a long way to go in making employee health a core business priority.
What are the top 3 health-related challenges faced by working professionals today?
The top three challenges are:
- Mental health concerns: Stress, anxiety, burnout, and depression due to work pressure and work-life imbalance which also lead to Poor Sleep & Energy Imbalance
- Lifestyle-related disorders: Conditions such as obesity, diabetes, hypertension, and cardiovascular issues are driven by sedentary habits and poor nutrition.
- Musculoskeletal problems: Especially back pain, neck strain, and posture-related issues arising from prolonged screen time and desk work.
Are Indian companies sensitized about the mental health of employees now?
There has been a noticeable shift in awareness, especially post-pandemic. Many organizations have introduced Employee Assistance Programs (EAPs), counseling services, and mental health days apart from organising healthcare experts talks periodically. However, stigma still exists. Taking leave for mental health issues like stress or depression is becoming more acceptable in progressive organizations, but it is not yet universally normalized. Similarly, conversations around menstrual health are improving, but policies and acceptance vary widely across industries. The need of the hour is to move from policy creation to cultural acceptance.
Why is it important for organizations to invest in the health of their employees actively?
Investing in employee health is not just a moral responsibility but a strategic imperative. Healthy employees are more productive, engaged, and resilient. Organizations that prioritize well-being see reduced absenteeism, lower healthcare costs, and improved morale. In today’s competitive environment, employee well-being is directly linked to organizational performance, employer branding, and long-term sustainability.
Is there a correlation between well-being initiatives and employee engagement or retention scores?
Absolutely. There is a strong and measurable correlation. Organizations that actively invest in employee well-being consistently report higher engagement levels, improved job satisfaction, and better retention rates. Employees feel valued when their organization prioritizes their health, which fosters loyalty and a stronger emotional connection to the workplace.
Have you seen a shift in how companies prioritize employee health post-pandemic? If yes, how?
Yes, the pandemic has been a turning point. Companies have expanded their focus beyond physical health to include mental health, flexibility, and overall well-being. Hybrid work models, teleconsultations, mental health support, wellness apps, and preventive health check-ups have become more common. There is also a greater emphasis on building resilience and supporting employees holistically rather than just focusing on productivity. Even employees are taking it seriously on getting it done on their periodical health checks without much follow up.
If budget and resource constraints were removed, what ideal employee health program would you design for your organization?
An ideal program would be comprehensive and personalized. It would include:
- Preventive health screenings and continuous health monitoring
- On-demand access to physical and mental healthcare professionals
- Nutrition counselling and fitness programs tailored to individual needs
- Dedicated mental health support, including therapy and stress management workshops
- Wellness infrastructure, such as relaxation zones and fitness facilities
- Regular awareness programs to build a culture of health and well-being
The focus would be on prevention, early intervention, and sustained engagement.
What advice would you give to startups or small companies trying to build a strong employee wellness culture from the beginning?
Start small but be consistent. Wellness does not always require large budgets. Focus on building a culture of empathy, open communication, and flexibility. Encourage regular breaks, promote physical activity, and normalise conversations around mental health. Leadership plays a crucial role; when leaders prioritise their own well-being, it sets the tone for the entire organization. Simple initiatives like flexible work hours, mental health check-ins, and access to basic counseling can make a significant difference.
What’s your vision of a “wellbeing-first” workplace?
A well-being-first workplace is one where employee health is embedded into the organization’s DNA. It is a culture where people feel safe, supported, and valued, not just as employees but as individuals. Such workplaces prioritise balance over burnout, empathy over pressure, and sustainability over short-term gains. In this environment, well-being is not an initiative but a way of working, enabling employees to thrive both personally and professionally.
Quick Shots
One thing you wish more CHROs would talk about openly
The real impact of burnout at leadership levels and how it silently affects decision-making, culture, and long-term organisational health.
Sabbaticals: trend or necessity
A necessity. In today’s high-pressure work environments, structured breaks are essential for rejuvenation, creativity, and sustained performance with planning as we have to ensure operations should not suffer considering service organization.
If you could implement only one health policy company-wide, it would be
A comprehensive mental health policy that ensures confidential access to counseling, flexible leave, and zero stigma around seeking help.
The one well-being initiative each company should adopt
Regular, organisation-wide mental health check-ups supported by professional guidance and leadership involvement.
A well-being trend that you think is overhyped in the corporate world
One-size-fits-all wellness apps without personalised engagement—technology alone cannot replace human-centric care. Encouraging employees to invest at least 30 minutes walk cum exercise every day will help.
Any wellbeing trends you believe will define the next 5 years
Hyper-personalised wellness programs, integration of mental and physical healthcare, preventive health tracking through digital tools, and a stronger focus on work-life integration rather than just work-life balance. Spend some time in exercises at home consistently.
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