On May 31, 2025, tragedy struck Pune’s thriving IT sector when Abhilasha Bhausaheb Kothimbhire, a 25-year-old software engineer, died by suicide by jumping from the 21st floor of a residential tower in Crown Green Society, Hinjewadi.
Employed at a prominent IT firm on Senapati Bapat Road, Abhilasha’s final message—"I’m done living. I don’t want to live anymore"—shook the very community that celebrates productivity, deadlines, and “grind culture” as measures of success.
This devastating loss is not just an isolated case but a symptom of a much deeper, systemic issue within India’s corporate and tech ecosystem: unchecked workplace pressure, toxic expectations, and poor mental health support.
The Silent Struggle: What High-Pressure Work Environments Look Like
In many Indian offices—especially in tech hubs like Pune, Bengaluru, and Hyderabad—long hours, weekend work, unrealistic KPIs, and ‘always available’ expectations are normalized. Employees often fear that asking for help or expressing burnout may be seen as weakness or incompetence.
Common mental health challenges include:
Chronic Stress & Anxiety
Constant deliverables, impossible deadlines, and fear of job loss cause racing thoughts, sleep disturbances, and panic episodes.
Burnout
Emotional exhaustion, reduced performance, and complete mental fatigue are more common than HR reports reflect.
Imposter Syndrome
Many high-performing employees secretly believe they’re not good enough—pushing themselves harder until they break.
Depression
Prolonged isolation, lack of recognition, and suppressed emotions can spiral into hopelessness and suicidal ideation.
Why Most Employees Don’t Speak Up
1. Stigma
Mental health is still taboo in many Indian workplaces. Admitting to stress or anxiety may result in being labeled as “unfit” or “too emotional.”
2. Fear of Retaliation
Employees worry that speaking up might lead to demotions, isolation, or stalled career growth.
3. Lack of Safe Channels
HR departments often prioritize compliance over compassion. Employees don’t feel confident that their concerns will be kept confidential or taken seriously.
What Can Organizations Do Differently?
This tragedy—and countless unreported ones—make it clear: token mental health days or generic webinars are not enough. Companies must:
Implement real-time mental health check-ins
Monthly anonymous surveys or quick team check-ins help monitor emotional wellbeing.
Train managers in mental health sensitivity
Your boss should not be the source of your anxiety. Managers must be trained to spot burnout and respond empathetically.
Ensure reasonable work-life boundaries
No emails or messages beyond working hours. Respect weekends. Normalize logging off.
Offer accessible, confidential therapy support
Tie-ups with verified therapists or in-house counselors should be part of the benefits package, not a side perk.
Build a culture of openness
Create safe spaces where mental health conversations are normalized and encouraged without fear.
How Employees Can Protect Their Mental Health
Speak to someone you trust – colleague, friend, family, or a professional
Set boundaries – log off on time, don’t take guilt for saying no
Practice micro self-care – small rituals during the day can reset your brain: walks, deep breathing, journaling
Use mental health platforms
Abhilasha’s story is not just about a lost life — it’s about a system that failed her. She deserved understanding, not isolation. Support, not silence.
As professionals, colleagues, managers, and leaders, we have a shared responsibility to create a working world where success doesn't come at the cost of sanity. No deadline, metric, or project is worth a life. It’s time we stopped asking, “How much can you handle?” and started asking, “Are you okay?”