It’s OK not to be OK: How HR Can Promote Employee Wellness
In May 2021, a 24-year-old tennis champion made global headlines—not for winning a Grand Slam but for choosing not to play. Naomi Osaka, then the world’s No. 2 ranked female player, withdrew from the French Open, citing mental health struggles. “I’ve suffered long bouts of depression since the US Open in 2018,” she shared in a statement, choosing her well-being over media obligations and competition.
What followed was a wave of reflection, not just in sports but across industries. Osaka’s decision brought to light a truth that many professionals—athletes, engineers, marketers, parents—carry silently. Mental health matters as much as physical health, and ignoring it comes at a cost.
The global issue of mental health
Naomi’s story was not an isolated one—it was a mirror. And the statistics back it up.
These numbers tell a stark story.
About a billion people in the world live with mental issues, nearly half of Indian employers find work-related stress to be a primary concern, and several trillions are lost every year to lack of employee wellness.
Yet, amidst all these challenges, companies have a powerful opportunity: to become part of the solution.
Happy Minds: Zuci Systems’ holistic approach to employee well-being
At Zuci Systems, we believe mental health isn’t a one-month initiative. It’s a 24/7/365 responsibility. We call it Happy Minds, a holistic approach to employee well-being,
As part of Happy Minds, we’ve partnered with Amaha, a leading mental health platform co-founded by psychiatrist Dr. Amit Malik. Backed by clinical expertise, Amaha offers personalized mental health support through therapy, self-care tools, assessments, and community support.
Our partnership is designed to help employees feel better, get better, and stay better in their personal lives, in the workplace, and in the way they interact with the world.
Together with Amaha, Zuci provides employees with:
Because mental health is not only about crisis intervention. It’s about creating a space where care is normalized, asking for help is encouraged, and people feel seen—not just as employees but as whole human beings.
Here’s the reality: mental health issues are common, but support is still uncommon. Too many organizations focus on perks without addressing purpose. Or provide insurance without access. Or hold webinars, but shy away from real conversations.
Culture is not what you post on your website. It’s how people feel when they’re in a meeting. It’s whether someone feels safe saying, “I’m not okay.”
At Zuci, we’re committed to doing better. Our focus is not just to build resilient software, but also resilient teams. And that starts with care—authentic, ongoing, evidence-based care. Because the ROI of mental health isn’t just seen in productivity. It’s seen in retention, morale, innovation, empathy, and the kind of culture people want to stay and grow in.
Culture before crisis—the role of HR leaders
For HR professionals, the role in addressing mental health is pivotal. The goal is not to become therapists, but to build a culture where mental well-being is integral to the employee experience.
Here are some insights and actions that HR leaders can take forward:
1. Create space for honest talk
Silence breeds stigma. HR can initiate open forums, mental health days, and internal communications that de-stigmatize mental health and accept vulnerability.
2. Offer professional clinical support
In-house support or external partnerships (like Zuci’s with Amaha) offer employees a structured way to access care—confidentially, safely, and without judgment.
3. Train managers to respond
Often, managers are the first point of contact when employees struggle. Equip them to identify distress, listen empathetically, and guide team members to professional resources.
4. Track but don’t pressurize
Mental health challenges don't always show up as absenteeism. Sometimes they appear as presenteeism—employees showing up physically but struggling silently. Move away from productivity-only metrics and consider well-being as a performance enabler.
Naomi Osaka’s choice to step back in 2021 wasn’t just about her—it was about all of us. It reminded the world that mental health is real health. And that prioritizing it is not just personal. It’s professional, organizational, and deeply human. At Zuci Systems, we’re proud to stand beside our employees in this journey.
Mental wellness is a shared responsibility. As HR leaders, founders, colleagues, and friends, let’s ask the hard questions:
Are we creating space for people to bring their whole selves to work?
Are we listening deeply, not just to performance, but to people?
Are we building environments where it’s safe to not be okay?
Mental health isn’t a one-time conversation. It’s the foundation of everything else. And if we want to build future-ready organizations, we must start with human-ready ones.
If you’re an HR leader, business owner, or people manager, it’s time to lead with empathy. The difference between a good workplace and a great one may not be strategy—but care.
#ZuciSystems #HappyMinds #MentalHealth #WellbeingAtWork #EmployeeExperience #HRLeadership #YouAreNotAlone #MentalHealthMatters
Image by Zuci design team
References:
1. According to WHO
2. As per GI Group survey
3. Reported by the Lancet Commission
Nice one Venkatesh Veerachamy (Venky)