The Silent Epidemic: How 'Work From Home' Culture Is Fueling India’s Mental Health Crisis

Introduction

The COVID19 pandemic may have kick-started the massive shift to workfromhome (WFH) in India—but in 2025, it’s clear the impact is deeper than we thought. While WFH offers flexibility, it silently fuels stress, burnout, and a sense of isolation. In this article, we’ll explore how this new normal is affecting mental health and what Indian employees and organizations can do to restore balance. How individual therapy can help people feel and live better.

1. When the Comfort of Home Becomes a Stress Trap

For many Indian IT and corporate professionals, the WFH dream, no commute, comfortable workspace, flexible schedule which quickly gave way to blurred boundaries, endless meetings, and fatigue.

A 2021 study of IT employees in Chennai found that 74% reported increased work hours, resulting in heightened stress and sleep deprivation.

Another survey of mixed IT organizations across India revealed:

1. 67% felt their workload significantly increased
2. 35% felt lonely or disconnected from the "real world"
3. 53% said their employers made no effort to support mental health

These stats show how WFH often morphs into a roundtheclock digital treadmill.

1. The Gendered Toll: Why Women Are Especially Impacted

WFH doesn’t affect everyone equally. In India, women are often juggling professional responsibilities and unpaid household duties under one roof. A crosssectional study of DelhiNCR women found that WFH significantly increases perceived stress and depressive tendencies among married women, largely due to added domestic labor.

Similarly, 32.9% of remoteworking professionals reported moderate to severe anxiety -women were disproportionately affected, especially those handling household chores, childcare, and blurred work hours.

1. Burnout, Isolation, and “Technostress”

Remote work removes casual interactions - no more corridor chats, teatime banter, or spontaneous brainstorming, which are vital for emotional replenishment.

The Times of India listed the top mental health pitfalls in WFH:

1. Poor worklife boundaries
2. Low social interaction
3. Burnout due to excessive virtual meetings
4. Difficulty disconnecting after hours

WFH also increases "technostress": a state of anxiety caused by constant connectivity, software glitches, and ceaseless notifications. It’s linked to insomnia, irritability, fatigue, and reduced productivity en.wikipedia.org.

1. Evidence: The Bigger Picture in India

Remote work correlates with lower mental wellbeing

A LinkedIn survey across Indian professionals during the pandemic found:

1. 39% experienced increased stress or anxiety
2. 60% felt lonely; 37% reported loneliness persisted
3. 36% said WFH harmed their worklife balance

Another Business Today report confirmed 40% of professionals experience mental health issues due to overwork, financial uncertainty, and remote work burnout.

Academic discipline isn’t immune.

A 2023 study of 456 Indian university faculty found that WFH increased workaholism and decreased workfamily balance - leading to higher anxiety, depression, stress, and exhaustion.

1. Why This Matters: Impacts Beyond Feelings

Mental health declines affect everyone:

1. Individual: anxiety, insomnia, burnout, sadness
2. Organizational: reduced productivity, higher absenteeism, “leaveism” (working off-record outside leave), and increased turnover.
3. Societal: India’s mental health burden grows—treatment gaps exceed 70%—forcing us to rethink workplace stress as a public health issue.
4. For Employees: 5 Ways to Reclaim Mental Health

Set firm boundaries

1. Define your WFH work hours; shut down devices at a fixed time.
2. Create a dedicated workspace—even a small corner helps.

Build microbreaks and social rhythms.

1. Take a 5-minute walk every hour.
2. Schedule digital coffee breaks or team catchups, just for fun.

Learn to “log off” mentally.

1. Try the 478 breathing technique for 2 minutes before logging off.
2. Reflect on what went well and what you’re grateful for

Rename overwork as burnout.

1. Prioritize tasks
2. Learn to say “no” or negotiate deadlines.
3. Reach out early to managers or HR for support.

Seek support when needed.

1. Online counseling, mentalhealth apps, and peer support are valuable options.
2. If symptoms persist, consult mental health professionals—you’re not alone.
3. For Employers: Building a Healthy Remote Culture

Encourage worklife balance

1. Infosys recently warned staff against prolonged WFH hours due to health concerns.
2. Implement clear logoff policies and respect “meetingfree” times.

Invest in mental health resources.

1. Virtual EAPs, webinars on stress management, meditation sessions

Combat loneliness

1. Arrange virtual team-building events, affinity groups, and social support systems.

Monitor workload and burnout warning signals.

1. Analyze overall email/reporting patterns, overtime usage, or leaveism behavior.

Promote hybrid work models.

1. Studies show hybrid setups improve satisfaction, reduce turnover, and maintain performance.

Case Example

An internal report from Infosys signals a shift in perspective: Although productivity remains high, the company sees the mobile mental health risks of WFH and is actively encouraging healthier work-life patterns. Rolling out global work-from-home boundaries, Infosys is building a blueprint of how Indian employers can lead the change.

Final Takeaway: Reclaiming Balance, Reclaiming Lives

WFH doesn’t have to mean “alwayson.” It’s time to lift the veil on WFH-induced stress and reframe flexibility as not just a perk—but a responsibility.

1. Employees, take charge: set boundaries, access support, and prioritize self-care.
2. Employers, lead the culture: invest in balanced remote environments, offer support, and respect the human behind the device.

When we don't just survive WFH, but thrive within it, we’ll begin healing this silent epidemic. You can contact the best psychologists here for further help.

Frequently Asked Questions (FAQs)

1. Is working from home really causing mental health problems in India?

Yes. Multiple studies and surveys in India have shown that WFH contributes to increased stress, burnout, insomnia, and feelings of isolation—especially when boundaries between work and personal life are blurred.

2. Why are women more affected by work-from-home stress?

Women, especially in Indian households, often carry the double burden of professional work and domestic responsibilities. This dual role becomes more demanding during remote work, leading to higher stress and anxiety levels.

3. What is 'technostress' and how can I reduce it?

Technostress refers to the mental strain caused by constant digital connectivity, endless notifications, and tech-related disruptions. To reduce it:

1. Schedule screen-free breaks
2. Turn off unnecessary notifications
3. Set specific work hours and stick to them

4. How do I know if I’m experiencing burnout?

Signs of burnout include:

1. Constant fatigue
2. Reduced motivation or job satisfaction
3. Trouble sleeping or concentrating
4. Feeling emotionally drained or irritable

If these symptoms persist, it's time to step back and seek support.

5. What simple steps can I take to protect my mental health while working from home?

1. Set clear work hours and stick to them
2. Create a dedicated workspace
3. Take regular breaks and walk around
4. Practice daily mindfulness or breathing exercises
5. Stay socially connected with friends or colleagues

6. Can therapy really help with WFH-related stress?

Absolutely. Therapy helps you understand and manage your stress, anxiety, or burnout. Online counseling is now widely accessible and can provide coping strategies to reclaim your mental well-being.

7. What should I do if my employer doesn’t support mental health?

If HR or management isn’t offering mental health support:

1. Initiate a conversation or request
2. Connect with peers to raise awareness collectively
3. Seek external help through independent therapists or helplines

8. Is hybrid work better than full-time remote work for mental health?

Yes, studies suggest that a hybrid setup provides the right mix of flexibility and social interaction, which reduces loneliness and improves mental well-being.

9. What can employers do to support remote employees’ mental health?

Employers can:

1. Enforce realistic work hours
2. Offer access to mental health professionals or apps
3. Host regular virtual team-building activities
4. Respect personal boundaries and non-work time
5. Monitor workloads and burnout indicators

10. Where can I find professional help if I'm struggling?

You can consult licensed therapists through:

1. Online mental health platforms
2. Employee Assistance Programs (EAPs)
3. Local psychologists or clinics

References

1. Saran et al. (2021): IT professionals in Chennai – 74% reported spikes in WFH hours and stress →https://njcmindia.com/index.php/file/article/view/179njcmindia.com
2. Phadnis, Sengupta & Chakraborty (2021): 67% increased workload, 35% loneliness, 53% lack of organizational mentalhealth support →https://doi.org/10.24083/apjhm.v16i3.977journal.achsm.org.au
3. Delhi-NCR women study (2021): WFH correlates with stress/depression in married women →https://pubmed.ncbi.nlm.nih.gov/33646927/pubmed.ncbi.nlm.nih.gov+1pubmed.ncbi.nlm.nih.gov+1
4. Anxiety during remote work: 32.9% moderate to severe anxiety; women disproportionately affected →https://www.jrmds.in/articles/a-crosssectional-study-to-estimate-the-severity-of-anxiety-in-professionals-remotely-working-from-home-during-covid19-pandemic-89066.html
5. Staff Writer. (2020, October 16). Rising stress levels of India Inc: Overwork, financial woes & remote work take toll on mental health. Business Today. Retrieved from https://www.businesstoday.in/latest/economy-politics/story/rising-stress-levels-of-india-inc-overwork-financial-woes-remote-work-take-toll-on-mental-health-276023-2020-10-16
6. Krishnan, C., Singh, S., & Baba, M. M. (2024). Effect of work from home and employee mental health through the mediating role of workaholism and workfamily balance. International Journal of Social Psychiatry, 70(1), 144–156. https://doi.org/10.1177/00207640231196741