India’s Overworked Workforce: Is More Work the Answer?

India’s Overworked Workforce: Is More Work the Answer?

India’s Overworked Workforce In a recent video, YouTuber Dhruv Rathee criticized prominent Indian business figures, including Ola CEO Bhavish Aggarwal and Infosys founder Narayana Murthy, for endorsing long and intense work hours. Rathee condemned Murthy’s comment that India’s productivity levels are among the lowest globally and his suggestion that young Indians should work 70-hour weeks—a statement that has stirred significant backlash. He also took aim at Aggarwal, who claimed to work 20 hours a day, seven days a week, and dismissed work-life balance as a Western concept. Rathee argued that such views encourage unhealthy practices and neglect the well-being of employees, leading to burnout.

Rathee further called out billionaire Sajjan Jindal for supporting such views and urged these leaders to experience the harsh conditions faced by entry-level employees, even for a month. He argued that hiring more employees rather than extending hours could enhance productivity and well-being.

These discussions around excessive work hours have intensified following the recent death of Anna Sebastian, a 26-year-old Chartered Accountant working at Ernst & Young (EY) in Pune. A letter from her mother revealed that Anna faced immense pressure at work, leading to emotional and physical exhaustion, and tragically passed away from cardiac arrest just four months into her role. Her death has sparked a larger conversation about the dangers of toxic work culture, with critics like Rathee blaming such business leaders for promoting damaging work expectations.

India’s Overworked Workforce In recent years, the demanding work environments in multinational corporations (MNCs) have raised concerns over their impact on employees’ health and well-being. With nearly two decades of experience in MNCs across India and abroad, I’ve witnessed firsthand the challenges faced by employees in countries like India and Japan. While many MNCs aim to create positive work cultures, it is often the pressure exerted by certain managers—rather than the organization itself—that negatively affects employees’ mental and physical health. Despite policies promoting healthy workplaces, some managers contribute to a toxic environment through micromanagement, unrealistic targets, or lack of empathy, leading to heightened stress, burnout, and serious health issues among employees.

Many MNCs have established frameworks to foster a healthy work culture, though their effectiveness varies. Here’s a summary based on my experiences:

1. Grievance Redressal Mechanisms: Confidential channels allow employees to raise concerns. While working for an Indian MNC in Bangalore, a workload that demanded 12-14 hour days led me to raise the issue with HR while I explored other job options. After an investigation and a fair review, my manager received a warning, and I was transferred to another project, which enabled me to stay for almost five years. This experience underscored the importance of a well-structured redressal process when effectively used.

2. Anti-Sexual Harassment Committees: These committees ensure a safe workplace and include an external member for impartiality. During a banking project with an Indian MNC, a manager involved in my hiring solicited sexual favors. I waited until securing another job to report the issue, providing screenshots as evidence. The company acted quickly, penalizing the manager with a transfer, a fine, and a delay in promotion. This was a significant demonstration of the committee’s role in ensuring fairness within legal frameworks.

3. Employee Engagement HR Teams: These teams work to build morale and refine organizational culture by aligning policies with industry best practices. As an active participant in HR activities, I’ve observed these teams’ efforts to adopt successful practices from various sectors, highlighting the need for HR to continuously adapt policies to foster a supportive work environment.

4. Diversity and Inclusion Initiatives: MNCs have implemented dedicated departments to ensure fair treatment across diverse backgrounds. As an Employee Resource Group (ERG) representative, I had the opportunity to attend workshops from organizations like NASSCOM, which emphasized inclusivity best practices. This experience reinforced the company’s commitment to diversity.

5. Internal and External Audits: Regular compliance checks help uphold policies and address violations. In my harassment case, having an external member on the committee bolstered confidence in the investigation’s impartiality, resulting in a fair outcome.

While safeguards exist, some employees are hesitant to use them, fearing red tape or ineffectiveness. Internal mechanisms tend to resolve issues faster (within two to four months), while legal avenues, though often more severe in their outcomes, can be lengthy. Employees need to consider their options when deciding how to address grievances.

India’s Overworked Workforce At times, however, leaving a toxic environment is the healthiest option. India’s job market offers a range of opportunities for skilled professionals, and my experiences have shown that staying in a detrimental environment is rarely worth compromising health and happiness.

The solution to these challenges lies in both policy and practice. MNCs should focus on nurturing empathetic leaders who foster respect and encourage employees to make use of supportive policies. Transparency, open communication, and attention to mental well-being are essential for fostering a workplace where employees can thrive without sacrificing their health.

In today’s job market, prioritizing a healthy work culture is not just a career decision—it’s a vital life choice.

India’s Overworked Workforce Business leaders are advocating for longer work hours among the youth as a means to drive success and foster nation-building. During a recent conference, Infosys founder Narayana Murthy argued that extended working hours are vital for boosting productivity and global competitiveness. Proponents of Murthy’s view suggest that countries like Japan and Germany have succeeded through strong work ethics and longer hours, believing that India could achieve similar economic growth by adopting this approach.

However, *Outlook Business* has explored data related to work hours and productivity among Indian employees, revealing that India is already one of the most overworked nations. Over half of Indian employees work more than 49 hours weekly, averaging around 47 hours—higher than employees in major economies such as China, the U.S., Japan, and the U.K. Yet, these extended hours come with lower compensation, with India’s monthly minimum wage at $220 compared to $502 in China and $1,160 in the U.S. Japan and the U.K. set their minimum wages at over $1,500 per month.

India’s Overworked Workforce Despite these extended hours, India remains low in labor productivity. The International Labour Organization (ILO) notes that working long hours (55 or more per week) is the leading cause of workplace fatalities, and India ranks highest globally in workplace-related deaths. The tragic passing of Anna Sebastian Perayil, an Ernst & Young (EY) employee who suffered fatal health issues from her intense workload, has spurred significant opposition to proposals for extending work hours, underscoring the health risks and burnout associated with a culture of overwork.