Stress has become endemic in the corporate world, and “burnout” is now the widely accepted term for it. Burnout is a state of intense physical, emotional, and mental exhaustion caused by prolonged and excessive work-related stress. These two words capture the reality of today’s corporate workforce on a massive scale. The death of 26-year-old chartered accountant Anna Sebastian Perayil, whose death was linked to severe work-related stress, is a case in point.
The irony is that most people do not even realise they are experiencing it, seeking treatment is a far cry. Reports of suicides and worsening mental health due to work pressure are increasingly common. Both mental and physical health deteriorate sharply, leaving individuals drained, cynical, and exhausted. Fatigue, insomnia, headaches, detachment, and disturbed sleep have become alarmingly routine.
The constant ringing of the smartphone and the rise of hybrid digital work culture have erased personal boundaries, making it difficult for many to have any “me time”. Being available 24×7 has turned into a modern form of slavery that takes a heavy toll on lives.
To restore work-life balance, Supriya Sule has taken an important initiative. If her proposal succeeds, it may soon become law, introducing penalties for employers who overstep time boundaries and encroach on workers’ personal lives. Supriya Sule’s Right to Disconnect Bill, 2025, is a long-overdue intervention, seeking to restore a basic but endangered human need: the right to switch off and relax.
The core premise of the Bill is simple yet transformative. It states that employees should not be penalised for choosing not to respond to work-related communication after office hours. The bill sets to end the culture of checking messages throughout the day, during dinner, on weekends, and even on holidays. Studies have repeatedly shown that such constant pressure to check phone leads to sleep deprivation, chronic stress, emotional burnout, and a slow erosion of family life.
The Bill recognises that mental health is not separate from productivity; it is its very foundation. Importantly, the legislation does not ignore the realities of India’s competitive and diverse business landscape. Sule’s proposal allows companies to set their own after-hours communication norms through Employees’ Welfare Committees. Companies that disregard these provisions could face penalties equivalent to one per cent of their total employee remuneration, ensuring that compliance is mandatory and damages are for real.
Yet the path ahead is not without challenges. India’s workforce is vast and varied, and cultural attitudes often equate overwork with dedication. Smaller firms may fear compliance burdens, while multinational companies may worry about servicing their offshore clients. Besides, enforcement remains a perennial weakness in India.
Despite these obstacles, the direction is clear and the move is a step in right direction. For India to continue its progress, it must safeguard the well-being of its workers.
