Can employees take a day off simply because they are feeling unhappy? While the idea may seem unconventional, it has sparked a fresh debate on workplace well-being after RPG Group Chairman Harsh Goenka highlighted an unusual leave policy followed by a Chinese retail company.
Goenka's social media post has renewed discussions on whether organisations should focus more on preventing employee burnout instead of expecting people to work through emotional stress.
Sharing the example on X, Goenka pointed to the policy adopted by Chinese retailer Pang Dong Lai and questioned whether a similar approach could work in India.
He wrote, "Chinese retailer Pang Dong Lai gives employees 10 days of paid 'unhappy leave.' Founder Yu Donglai's philosophy is simple: 'If you're not happy, don't come to work.' Managers are reportedly not allowed to refuse the request. Extreme? Perhaps."
Goenka further added, "We do need a broader conversation if 'unhappy leave' is needed in the Indian context. Or is there a better way to prevent burnout and create workplaces where people genuinely want to come to work."
His post has triggered conversations around work-life balance, mental health and whether companies should reconsider conventional leave policies.
WHAT IS 'UNHAPPY LEAVE'?
The concept originates from Pang Dong Lai, a retail chain based in China's Henan province.
During the 2024 China Supermarket Week, the company's founder and chairman, Yu Donglai, announced that employees would be entitled to additional paid leave if they were not emotionally or mentally well, according to The Economic Times.
A report by the South China Morning Post said Yu believes employees should not feel compelled to work when they are unhappy.
His philosophy is straightforward: if employees are not feeling happy, they do not have to come to work.
MANAGERS CANNOT DECLINE THE REQUEST
One of the most notable aspects of the policy is that managers are reportedly not permitted to reject an employee's request for "unhappy leave."
The policy is based on the idea that emotional well-being deserves the same importance as physical health. Rather than expecting employees to continue working despite mental exhaustion, the company allows them to take time off and return once they feel better.
DEBATE ON WORKPLACE WELL-BEING
Goenka's comments have taken the discussion beyond China, with many questioning whether such a policy could be implemented in India.
The debate extends beyond introducing a new category of leave and focuses on creating workplaces where employees feel supported, valued and less vulnerable to burnout.
Whether or not "unhappy leave" is eventually adopted in India, the concept has reignited discussions around mental health, employee well-being and what truly defines a healthy workplace.
