The YesMadam stress controversy has sparked significant debate after allegations emerged that the company fired employees based on their responses to a workplace stress survey. Startup and Shark Tank-famed YesMadam, known for its tech-enabled beauty and wellness platform, faced severe backlash on social media following a leaked internal email. The controversy intensified when social media users criticised the company for “parting ways” with employees who reported high levels of stress.
In a statement issued later, YesMadam clarified that the social media uproar was based on a misunderstanding. However, this situation raises serious concerns about corporate approaches to mental health and employee well-being.
The leaked email that started the YesMadam stress controversy
IndiGo’s Associate Director of Digital Marketing recently shared a leaked email from YesMadam, a home salon and tech-based beauty platform, alleging that it fired over 100 employees who reported significant stress in a workplace survey.
The leaked email stated, “Recently, we conducted a survey to understand your feelings about stress at work. Many of you shared your concerns, which we deeply value and respect. As a company committed to fostering a healthy and supportive work environment, we have carefully considered the feedback. To ensure that no one remains stressed at work, we have made the difficult decision to part ways with employees who indicated significant stress. This decision is effective immediately, and impacted employees will receive further details separately. Thank you for your contributions.“
The Noida-based company has yet to release an official statement, raising questions about whether it is a publicity campaign or a PR stunt.
YesMadam stress controversy: Firing stress, not solving it
The irony in this situation lies in the company’s approach to addressing workplace stress. YesMadam surveyed employees to identify those struggling with stress, a commendable step if only it were aimed at understanding and addressing the issue. However, instead of offering solutions or support, the company reportedly fired those who admitted to feeling significant stress. It contradicts the idea of fostering a “healthy and supportive work environment,” as claimed in the leaked email.
Instead of reducing stress, the decision likely increased stress for both the dismissed employees and those still working, who may now hesitate to share their concerns. This significant mismatch between the company’s words and actions raises serious questions about its commitment to employee well-being.
YesMadam’s response: Damage control or genuine effort?
In its official statement, YesMadam denied the allegations, claiming that the leaked email and the social media posts were part of a planned campaign to highlight workplace stress. The company stated:
“Were YesMadam employees really fired for being stressed? Absolutely not. They weren’t fired; they were given a break to reset. They weren’t let go; they were encouraged to release their stress. They weren’t laid off; they were offered a chance to relax. They weren’t sacked; they were urged to rest and recharge.”
YesMadam added that its team is “like family,” and it would never take “an inhuman step” like dismissing employees for stress. However, critics have questioned whether this clarification is sufficient, with many arguing that the email’s language clearly suggested termination rather than temporary leave or support.
Data shows employee well-being needs urgent attention
This situation comes at a time when young professionals in India are increasingly raising concerns about workplace stress. A recent reminder of this issue is the tragic case of a 26-year-old employee working at Ernst & Young Global Limited (EY) who died due to “overwork,” just four months after joining the company. Such incidents show the urgent need for companies to address employee well-being and mental health rather than ignoring concerns or offering quick fixes.
A 2022 report by McKinsey found that work stress in Asian countries is higher than in other regions. While one in four employees globally experiences burnout, in Asia, the number rises to nearly one in three. The survey was conducted among employees from India, Japan, Australia, and China to understand Asian corporate work environments.
The Emotional Wellness State of Employees Report by wellness platform YourDOST reveals that 64% of employees aged 21 to 30 are dealing with high-stress levels. The survey also highlights a significant gender gap in workplace stress, with 72.2% of female respondents reporting high stress, compared to 53.64% of men.
While companies often emphasise inclusivity in their policies and practices, they sometimes fail to connect inclusivity with employee well-being. True inclusivity goes beyond hiring a diverse workforce. It involves creating an environment where all employees feel valued, supported, and able to voice their concerns.
Instead of offering support or finding solutions for those who admitted to feeling stressed, YesMadam chose the quick fix. Dismissal.
YesMadam’s response: Missed opportunities for true inclusivity
The official statement from YesMadam, while addressing the outrage, has raised further questions:
- Why did the company use terms like “part ways” and “effective immediately” if the intention was merely to offer breaks or support?
- Can such language be justified as part of a “planned effort” to highlight stress, or does it reflect a lack of corporate empathy?
By attempting to frame the controversy as a campaign, YesMadam may have inadvertently highlighted a deeper issue: the disconnect between corporate rhetoric and employee expectations.
The final thoughts: A lesson for companies on employee well-being
The YesMadam stress controversy serves as a stark reminder that employee well-being must be more than a corporate buzzword. While the company’s clarification aims to quell the backlash, the episode underscores the importance of genuine efforts to address mental health issues in the workplace.
At Changeincontent, we believe that companies must go beyond issuing statements to create lasting change. Actions like offering mental health programs, promoting open communication, and providing professional resources for employees are critical. Instead of reactive PR campaigns, companies must proactively create environments where well-being is genuinely prioritised over productivity metrics. The YesMadam stress controversy is a lesson for all organisations on the value of empathy, transparency, and meaningful inclusivity.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
