^Sleep deprivation is a pervasive problem across India, with nearly two-thirds of Indians reporting feeling dozy at work and over a third suffering from insomnia, according to the Great Indian Sleep Scorecard 2023. 

The report, conducted by sleep solutions provider Wakefit.co, sheds light on the sleep patterns and trends of Indians, highlighting the detrimental impact of sleep deprivation on employee productivity, health, and well-being.

In recent years, sleep disorders have become increasingly common in India, with many attributing the rise to stress, anxiety, and the proliferation of digital devices. The high prevalence of sleep deprivation among Indian employees has serious implications for workplace productivity and the overall health and well-being of the workforce. 

In this article, we will discuss the issue of sleep deprivation in India, as highlighted by the Great Indian Sleep Scorecard 2023, and offer tips for HRs on how to address this issue in the workplace.

Awake in a Sleepy Nation

The Great Indian Sleep Scorecard 2023 highlights a growing sleep crisis in India, with over 60% of Indians reporting feeling dozy at work and over a third suffering from insomnia. 

Here are some of the key findings related to the sleep crisis in India:

Late Nights and Digital Devices

Despite the need for healthy sleep habits, over 70% of Indians retire only after 11 p.m. - way past the ideal bedtime of 10 p.m. Furthermore, a whopping 88% of Indians admit to using their phones until just before bedtime, leading to disrupted sleep patterns and reduced sleep quality. 

The late-night scrolling of social media and other digital devices has become a major cause of sleep deprivation and fatigue among Indians.

High Sleep Debt and Excessive Daytime Sleepiness

Indian workers are suffering from high sleep debt, leading to excessive daytime sleepiness and reduced productivity. Over 49% of Indians report feeling un-refreshed upon waking up, while 53% feel sleepy at work. 

The impact is even more pronounced for women, with 67% reporting sleepiness at work compared to 56% of men.

The Impact of Stress and Anxiety

Stress and anxiety are major contributors to the sleep crisis in India. Over 31% of Indians report waking up in the night to worry about their future, while 35% suffer from insomnia. 

The fear factor and stress overload have become major concerns for employees, leading to poor sleep quality, fatigue, and burnout.

The sleep crisis in India has serious implications for employee health, well-being, and productivity.

A Wake-Up Call for HRs

As the sleep crisis in India continues to grow, HR managers have a critical role to play in promoting healthy sleep habits and creating a supportive work environment that prioritizes employee well-being. Here are some tips for HRs to address sleep deprivation in the workplace:

Promote Healthy Sleep Habits

HRs can promote healthy sleep habits by providing resources and support to employees. Encourage employees to set a regular bedtime, minimize exposure to digital devices before bed, and create a calming sleep environment. 

Consider offering workshops, seminars, or online resources to help employees learn about healthy sleep habits.

Create a Supportive Work Environment

Creating a supportive work environment that prioritizes employee well-being is essential to addressing sleep deprivation in the workplace. Consider offering flexible work arrangements, such as remote work options or flexible schedules, to help employees balance work and personal responsibilities. 

Encourage breaks throughout the day, and consider creating designated nap rooms or relaxation spaces to help employees recharge.

By prioritizing employee well-being and promoting healthy sleep habits, HRs can help employees overcome the sleep crisis in India and improve their overall health and productivity. 

Snooze to Success: The Importance of Corporate Wellness Programs

Corporate wellness programs can play a critical role in addressing sleep deprivation in the workplace. By offering evidence-based strategies and expert guidance, wellness programs can help employees build healthy sleep habits and improve their overall well-being. 

Here are some examples of how corporate wellness programs can address sleep deprivation:

Sleep Education and Training

Wellness programs can offer workshops, seminars, and online resources to help employees learn about healthy sleep habits and strategies for improving sleep quality. 

These resources can cover topics such as setting a regular sleep schedule, creating a calming sleep environment, and minimizing exposure to digital devices before bedtime.

Stress Management and Mental Health Support

Stress and anxiety are major contributors to sleep deprivation, so wellness programs that offer stress management and mental health support can help employees manage these issues and improve their sleep quality. 

Programs may include mindfulness training, counseling services, or resources for managing work-related stress.

Fitness and Nutrition Programs

Physical activity and nutrition can also play a role in promoting healthy sleep habits. Wellness programs that offer fitness classes, healthy eating seminars, or nutrition coaching can help employees improve their overall health and well-being, leading to better sleep quality.

With our experience in creating customized wellness programs based on the unique needs of Indian workers, The Wellness Tribe can help HR professionals address the sleep crisis in India. HRs can improve their employees' health and well-being by partnering with The Wellness Tribe.

Rise and Shine

The impact of sleep deprivation on employee productivity, health, and well-being is significant, making it essential for HR managers to take action to address this issue. Healthy sleep habits, a supportive work environment, and a corporate wellness program can help HRs help employees overcome the sleep crisis.

At The Wellness Tribe, we are committed to helping HR managers tackle the sleep crisis in India by offering evidence-based strategies and expert guidance to create customized wellness programs that meet the unique needs of their workforce. 

By partnering with us, HRs can take a proactive approach to promote healthy sleep habits, managing stress, and improve employee well-being. Together, we can create a healthier and more productive workforce.

So, take the first step to a healthier, happier, and more productive workforce today. Contact The Wellness Tribe to learn how we can help you implement a customized corporate wellness program that meets your organization's unique needs.

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^For decades, companies have treated women’s well-being as an afterthought—a corporate social responsibility checkbox rather than a strategic priority.

Maternity leave? Check.
A diversity panel once a year? Check.
Some vague commitment to gender equality? Check.

But in 2025, that’s not enough.

Companies that fail to prioritize women’s well-being aren’t just losing employees—they’re losing top talent, reputation, and competitive edge. The modern workforce demands real policies that support women at every stage of their careers—physically, mentally, and financially.

The good news? Some companies aren’t just talking about it—they’re changing the game.

From paid period leave to fertility benefits to domestic violence support, here’s how five companies are building workplaces that actually work for women—and how yours can, too.

1. Zomato – Paid Period Leave: Breaking the Stigma on Menstrual Health

In 2020, Zomato became one of the first major Indian companies to introduce 10 days of paid period leave per year for women and transgender employees. The goal? Normalize conversations around menstrual health and create a workplace that acknowledges biological realities.

CEO Deepinder Goyal made it clear: This isn’t about special treatment. It’s about acknowledging that periods can be painful and disruptive, and no woman should have to pretend otherwise at work.

Why It Works

• Boosts Employee Well-being: Employees feel valued and supported rather than being forced to “push through” painful periods.
• Increases Productivity: A well-rested workforce performs better—this policy allows employees to take leave without guilt and return stronger.
• Improves Retention: Women no longer have to compromise their health to keep their jobs.

How Other Companies Can Implement It

• Start with a pilot program: Offer 1-2 days of paid period leave per month and track employee feedback.
• Normalize it through leadership: Encourage top executives (including male leaders) to openly support the policy to remove stigma.
• Make it optional, not mandatory: Some women may not want to take period leave due to workplace biases—give them the choice without requiring medical proof.

2. Patagonia – On-Site Childcare That Actually Works

While most companies “support working moms” by offering flexible hours, Patagonia built fully operational on-site childcare centers at its corporate headquarters. More than just a daycare, these centers allow employees to check in on their kids throughout the day, breastfeed comfortably, and avoid long commutes to external daycare facilities.

Why It Works

• Retention of Working Moms: 100% of Patagonia’s female employees return to work after maternity leave—compared to the national US average of 57%.
• Reduced Stress & Higher Productivity: Employees don’t have to worry about arranging childcare, dealing with last-minute cancellations, or feeling guilty about leaving their child for long hours.
• Increased Loyalty: Employees who have access to these benefits are less likely to leave, reducing turnover and hiring costs.

How Other Companies Can Implement It

• Offer Childcare Stipends – If on-site childcare isn’t feasible, provide reimbursement for daycare services.
• Create Parent-Friendly Spaces – Design office areas where employees can work near their children when needed.
• Normalize Parenthood at Work – Encourage leaders (including fathers) to use childcare benefits openly.

3. Salesforce – Promotion Audits to Eliminate the Gender Pay Gap

Salesforce took an aggressive, no-BS approach to closing the gender pay gap. Instead of just talking about diversity, they committed to annual audits of salaries and promotions across all levels.

In 2015, CEO Marc Benioff committed to spending $3 million to correct gender pay discrepancies—and continued making similar adjustments every year since. The results? Women now receive equal pay for equal work across the company.

Why It Works

• Prevents Bias in Promotions: Studies show that women are often promoted based on past performance, while men are promoted based on potential. Salesforce’s audits prevent these biases from creeping in.
• Public Accountability: By making the results public, Salesforce forced itself to remain accountable rather than just making empty pledges.
• Better Employee Satisfaction: Women feel valued and are more likely to stay when they see real financial recognition.

How Other Companies Can Implement It

• Conduct pay audits annually: Don’t just assume there’s no pay gap—measure it.
• Adjust salaries when needed: If discrepancies are found, correct them immediately instead of waiting for employees to complain.
• Make promotion criteria transparent: Ensure women have equal access to leadership tracks and are judged fairly.

4. Unilever – Domestic Violence Support as a Workplace Responsibility

Unilever recognized that domestic violence doesn’t stay at home—it follows employees into the workplace. In response, they launched a global domestic violence policy that provides:

• Paid leave for victims of domestic abuse
• Emergency financial assistance for relocation or legal support
• Workplace safety measures like changing work schedules or locations for affected employees
• Confidential support hotlines and counseling services

Why It Works

• Supports Women in Crisis: Many women stay in abusive relationships due to financial dependence. Unilever’s policy provides a way out.
• Reduces Absenteeism & Stress: Employees dealing with domestic violence often struggle with focus and mental health. This initiative ensures they can work in a safer environment.
• Creates a Culture of Trust: Employees know they have a safety net if they need it, which boosts overall morale.

How Other Companies Can Implement It

• Train HR teams on domestic violence response: HR should be equipped to handle cases sensitively and provide appropriate resources.
• Offer paid leave options: Allow victims to take time off for court cases, relocation, or recovery.
• Ensure confidentiality: Make sure employees feel safe discussing personal issues without fear of workplace repercussions.

5. Google – Fertility Benefits That Actually Make a Difference

Google introduced comprehensive fertility benefits, including egg freezing, IVF coverage, and adoption support. These benefits extend beyond heterosexual couples, covering same-sex couples and single women looking to start families.

Why It Works

• Eliminates the Career vs. Family Dilemma: Women no longer have to choose between advancing their careers and having children on a timeline dictated by biology.
• Increases Employee Retention: Women are less likely to leave their jobs to undergo fertility treatments when they know their company has their back.
• Attracts Top Talent: Offering fertility benefits makes Google more appealing to high-achieving professionals who want long-term career stability.

How Other Companies Can Implement It

• Offer fertility coverage in health insurance plans: Ensure coverage for IVF, egg freezing, and surrogacy.
• Provide flexible leave options: Allow employees time off for fertility treatments without using sick leave.
• Expand benefits beyond traditional families: Include LGBTQ+ couples and single women who want to pursue parenthood.

Well-Being Isn’t a Perk—It’s a Business Strategy

The companies winning the gender-equality game aren’t just hiring women. They’re investing in corporate wellness programs that make it easier for women to succeed at work without sacrificing their health, safety, or future.

If your company isn’t thinking about these issues, here’s the reality:

• Women will leave. And they’ll join companies that prioritize their well-being.
• Your talent pool will shrink. The best candidates now expect benefits that go beyond free coffee and a ping-pong table.
• Your reputation will take a hit. Companies that fail to adapt will struggle to retain employees and attract investors who care about ESG (Environmental, Social, and Governance) impact.

The question isn’t if companies should implement these initiatives—it’s how soon they’ll catch up.

Which of these initiatives do you think should be a workplace standard? Let’s talk.

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