May 1, 2025: This May Day was meaningful. As part of #ForAnnaForAll campaign, AIPC Kerala had inaugurated a people campaign, followed by two panel discussions. I have captured the event in my capacity for sharing the message,
Inaugural Session
Sri. Ranjith Balan
AIPC had conducted 1000+ surveys after the launch of #ForAnnaForAll campaign. We will be doing public consultation and speak up campaign to form guidelines on workplace wellness to prevent any more tragic incidents, like that of Anna Sebastian.
Shri. Praveen Chakravarty
Thanks to Anna’s parents for being very clear. Even at the height of their personal lose, the do not want such tragic incidents to happen to any more people in our country. We have been trying to bring this as a national issue for quite some time. Rahul Gandhi had promised the family that he will work for raising awareness on workplace wellness across the country. In line with his commitment, we have been organizing protests and meetings across the country and is working to bring a guideline on workplace wellness.
May 1 is observed as international Labor Day. In addition, AIPC wants to observe this day as professionals’ day as well. A day that we wish to observe for the cause of care, dignity, and security of working professionals. Kerala, as one of the most professional filled states, should lead this by example.
We do not want to see any more incidents like that of Anna Sebastian. The counter measures should be raised from Kerala. We have to set the example from one state; we believe that Kerala is the best state to lead the initiative.
After 2024 parliament elections, there is a pattern in India. Once INC or Rahul Gandhi takes up any serious actions, the union government is tended to duplicate the wisdom. The last example is that of cast census. RSS government is in power for last ten years, but they never found it worth to do a cast census across the country. Rahul Gandhi has been up in arms for a cast census for several years. After victory in Telangana, the INC government conducted a scientific cast survey in the state and started using it to improve fare distribution of access and resources.
Similar is the case of GIG workers in our country. The people who are finding their life by aligning to Zomato, Swiggy, Ola like service providers, they are called GIG workers. But we wish to call them as GIG professionals. They work hard, but they do not have any social security protection, not even accident protection coverage. They are reported to be working many hours a day, 14, 15, to 18 hours of hectic work. They do not have job security either. The Karnataka and Telangana state governments interfered by introducing GIG workers social security bills in their respective assemblies. Inspired by this, union welfare ministry has started looking in to the matter.
We welcome the moves by union government to adopt the good practices, showcased by INC governments. It highlights that the best way to get it implemented at union level is to establish something and prove that it is doable at least in one state.
Our commitment to Anna’s parents is also in this direction. We wish to improve the working conditions of professionals in our country. We want to make their lives better. We want to offer them a more dignified life. We are all assembled here to deliberate on how to reduce pressure on working professionals. As an initial step, we aim to bring laws or guidelines in this direction.
Working professionals are formally not represented by any political party. In 2026, when UDF comes to power, we want to enact a law for protecting safety and dignity of working professionals, a law at the state level. The draft guidelines we are envisaging will be useful for that objective.
I wish to repeat that we wish to observe May 1st as professionals’ day as well. We wish to arrive at a good guideline that will betterment for the whole working professionals. We do not want see any more of us to be in the state of Anna or her parents.
At every district level, we will be conducting stake holder meetings, with young professionals and their parents. This will not be limited to IT professionals, wish to include all professionals, for example from health sector as well. We are anticipating a three month effort at district level and based on this we wish to come up with draft guidelines on this topic. The draft guidelines will be subjected to wide public consultations, including national leaders and state leaders. Thus, we will be taking up this in a meaningful way to the government. This is going to be an open and transparent process and going to end in this one-day event. By bringing draft guidelines and publication, we wish Kerala to lead this initiative. On successful establishment, we are sure that RSS will try to imitate us. Since country is going to be benefitted, we will be happy on that.
Smt. Deepa Dasmunshi
In this international Labor Day, while we are with the #ForAnnaForAll campaign, I wish that peace be upon Anna, wherever she is now.
Many surveys on Kerala shows that 60 percentage of our population will be 60+ years old. While 15-20 percentage of us are in 40-60-year age group, youth is only around 20-25 percentage among us. Many youngsters go out of Kerala for better opportunities. They want better dignity; they are not ready to bear work pressure or workplace harassments. We need to build an understanding, compassionate, and healthy work environment to retain them. They are also after good career opportunities, and they want to support people at home. They dream for better work culture and living standards. As mentioned here, we will be conducting interactive sessions in every district to collect feedback on how we can improve the situation.
Rahul Gandhi is consistently raising his voice for social justice for all people – Nyay for everyone. While his first yathra was for spreading love, his second yathra was for social justice. He has been demanding for cast census for several years. We were not demanding it just for reservation but was for empowerment of the majority of people who are socially back word. Union government finally agreed to his demand.
Our current campaign is not just for young generation. It is for SC/ST, women, young and all segments that are facing difficulty in workplace. We do not want loopholes in the system that allows current situation. We understand the grief and pain of Anna’s parents and we wish to say that Anna is with us and will lead this campaign to prevent more Anna like incidents.
Shri. Ramesh Chennithala
Praveen had made a new structure for AIPC, and its in more capable situation to take social commitments. Rahul Gandhi is very particular of involvement of professionals in nation building and hence have high expectation on AIPC. We have started Prof Con in Kerala, and the professional grouping pave way to the formation of AIPC at the national level.
#ForAnnaForAll is a much relevant campaign in today’s world. Globalization and liberalization have changed our priorities. Attracting investment is the order of the day, all governments are promoting private participation.
Around 83 percentage of Indians are employable, but around 60 percentage of them are unemployed. The situation in Kerala is more serious, our young people are going abroad, due to lack of decent jobs here.
During his governments, on each US visit, Dr. Manmohan Sing urged the US Indians to come back to India and generate opportunities here. Now, in our country, availability of jobs is in all time decline. We need to seriously introspect our situation. Rahul Gandhi is very keen on problems of our youngsters, and he had raised in many forums.
The unemployment may be categorized as unemployment among educated people and unemployment among uneducated people. In both of them unemployment is in alarming high levels. Railways were known to be the largest employment provider in our country, but their recruitments are in standstill for many years. At joint secretary level permanent recruitments are on unofficial ban for most of the union government departments. On the other hand, contract jobs are on the rise, permanent jobs are being reduced. Even in our armed forces, Agniveer like contract schemes are being promoted.
The second major aspect is right balance at the workplace. The companies are being run for their making profit, it is a reality. The employer has the responsibility to provide a healthy workplace for its employees. It is one of the prime duties of the employer to ensure a fair atmosphere at workplace. The distribution of work is very important; employees should not be overloaded with responsibilities. People should not feel exhausted.
Today, on this international Labor Day, I wish to demand private employers, that they have to take care of their employees. People like NRN of Infosys has urged for 12 hours work per day, the chairman of L&T went one more step ahead to demand 18 hours workday without weekends. Such vulnerable views have no social holdings. Such arrogant attitude must change.
In fact, there should be adequate laws and legislature to oversee such unhealthy demands, it should not be left for the freedom of employer. More collective thoughts have to happen in this direction.
Around 80 to 85 percentage of Indian population is of SC/ST, OBCs and other marginalized sections. But in the professional field, their relative representation is considerably low. As a nation, we have the responsibility to ensure proper representation and access to them in all fronts. These sections are marginalized and ignored or taken for granted for centuries. They have difficulties in accessing opportunities. Timely caste census is the first step to collect data to plan for action. Our beloved leader Rahul Gandhi has been consistently vocal for this, for years.
80 to 90 percent of good opportunities in our country is still owned by elite segments who are in better positions to grab them. State governments cannot go for census. But INC ruled Telangana and Karnataka governments have gone for scientific and transparent caste surveys in timebound manner and bound act on them realistically to ensure social justice.
Union government had introduced women empowerment bill in parliament, but unfortunately, they are going to be implemented in 2030. This is not the way things have to be done. Justice to be bought in time bound manner. The caste census, off late announced by RSS government, has to transparent, inclusive and time bound. This is not a political demand. It is for the future of our country and for wellbeing of all of us.
Anna’s Parents
They have launched a workplace wellness related website launched by AIPC and started a signature campaign to bring joy and justice in every workplace, as part of #ForAnnaForAll campaign of AIPC.
They have mentioned that Anna was a bright student, right from her school days. She was her college topper also. Anna passed her CA exam in her first attempt itself. She was always passionate to mentor fellow students to bring them to mark. She used to involve with orphanages and help orphan students to prepare for exams and used to prepare study notes for them. She was a much socially committed and involved child. They shared that she was a very confident individual who was always ready for hard work.
Ernest & Young is a multi-national entity, and Anna was much excited to work with them. She was working in their audit department, and at the time of her demise she was working on audit of some of the Bajaj institutions. Many of her seniors expressed that her work and findings were outstanding and ahead of her age. She was passionate and used to fully involved in work. During financial deadlines, like that of SEBI ones, she was subject to high pressure for immediate delivery. Even at midnight she used to get formal and informal assignments. E&Y have good employee care system worldwide, but the standards they follow in India is much vulnerable. The undue pressure and her openness to take up and deliver quality work led to her sad end. Her mind was ambitions and confident, but her body could not stand by it.
They emphasized the height of their loss, as Anna was a much involved loving child. They insisted their wish that no other child in our country and no other parent among us should be subject to this type of unfortunate events. They pleaded for truth in AIPC campaign #ForAnnaForAll and wish it should make a meaningful impact on us.
Shri. M. Liju
Liju was touched by the details and wishes shared by Anna’s parents. His words were short and precise.
Anna is understood to be a bold individual. She was not a socially isolated youngster. Instead, she was one who was having an active social life and commitment. We are deeply saddened by loss of such a person.
The AIPC is slogan demanding joy and justice in every workplace is very apt for the context. It is the ideal situation; we want to achieve. But we are far away from it, right now. We have to work and involve in hard way to achieve it.
We are taking up the case of Anna in this Labor Day. On this day, we have established the 8-8-8 hours pattern of working and personal hours for balanced life. The demand for changing this and to promote 12 hours or 18 hours of work is not acceptable. The sad advice of persons like Narayanamoorthy of Infosys are unfortunate. I view them as burn out desires of exhausted individuals. We should not take such burn out desires as our advice, we should ignore and resist such overhauls.
The need of the hour is to establish better workplaces and working atmosphere. We need to give more importance to this in policy making.
Panel Discussion 1: Office Wellness: A Muti-Sector Dialogue
Vinitha Joseph (HR Consultant)
The panel discussion was anchored by Vinitha. After first round of opinions, she has invited attention of the panel to life skills, generation gap and isolation levels and its impact on wellness. She was also airing need of awareness, wellness and agility.Dr. B Ashok (Vice Chancellor, Kerala Agriculture University)
We should not think that workplace issues are only in private sector. There are workplace harassment issues in government sector as well. Some of them are systemic even and we are struggling to make a difference. To give a feel of it, I will mention two scenarios related to maternity alone.
The first case is about getting maternity benefits for the delivery of the third child, most of the finance departments have reluctance in granting it, even though the new maternity benefit act allows it. The old rules have barriers in it, only the Punjab and the West Bengal governments have extended the benefits under courts intervention.
The second case is about granting maternity leave for an employee who is leave without pay or leave for education. Many of our departments have reservations in voluntarily granting maternity leave in this context. People have to raise the issue via court or have to reach out to higher authorities to get it granted. It took me 13 months to get it granted for a lady employee.
These indications shows that the system is not fully designed to be employee or people friendly. We have to discuss about workplace wellness and employee friendliness across government and private sectors.
The lengthy work hours is another serious issue that needs our attention. India has an average 56 hours in a work week. In the US and UK, it is 30 hours per week and they are pushing for 4 day working week. In Asian countries like UAE, Afghanistan and all the average is much higher and it goes up to 60 hours per week. When we are saying 56 hours is our average work hours per week, we should understand that at weaker sections it goes up to 80 hours per week!
10 hours, 4 days per week or 8 hours, 5 days a week will be 40 work hours per week. This could be an ideal condition for us. But one of the realistic expectations would be to target 45 work hours per week. When we are saying 40 work hours per week, it is not including commutation break lunch break etc. If we include those also, it will be 60 hours per week.
When we are limiting work hours to international standards, we will be getting additional time to spend with family and society. We are advocating parents of adolescent kids to spend more time from them. Like that, restricting work hours will be beneficial for the overall betterment.
2 days work per week is too much for us to aim now. 40 hours per week, 8 hours per day itself is a good target. The handling of maternity and other people issues should be dealt with compassion. Artificial Intelligence, is going to bring an impact, which we need to be ready to face.
Addressing mental health issues openly, would be a great step to go forward. People used to complicate things and most of the time the subordinates will be victims of such issues.
Anoop Ambika (CEO, Kerala Startup Mission)
When I checked with graduates 4 years back, the first salary expectation was 30000 to 40000 per month. When I checked 4 months back, the expectation is 1 lakh per month. There is a rise in expectation, it is due to the consumer driven needs. Every one need good cars, branded goods etc. As the needs are more, so is the need for money as well. This material push is making people to work hard. The demand and greed, tend to compromise on need to balance.
There is also a considerable academia industry gap. Youngsters are forced to work more to fill the gap, they have to put additional effort to do the work.
There are problems of inclusiveness through out industry. There is still parity issues in pay based on gender for example. Girls used to complain that boys of same age group and exposure gets better pays compared to them.
Another aspect, we have to attend is the focus of work. Are we effective in work, for the entire work hours we are slogging. Much time attributed to work, is unproductive. This is also, an area to be improved, the focus on tasks will help to deliver it effectively, and may reduce pressure.
In the industry, the most valuable are generally the most paid ones. Most of the private companies works based on next 18 months cash flow. If the best employee applies for a maternity leave, at least for the startups, it is an existential issue.
The art of saying NO is missing with many of us. We need to develop the skill to resist unhealthy advances. Being said that new generation people are reluctant to take up filler work, that are meaningless.
Recently, Bill Gates of Microsoft advocated for 2 days a work week. This should be viewed in the context of artificial intelligence. Most of the work may be automated in the near future and people may become jobless. Keeping people engaged may be a task for future governments.
There is a wide lack of awareness of labor laws. The labor law literacy needs to be included in the curriculum, to increase the awareness. In similar way, we need to include financial literacy also in curriculum, which could give a good picture for people to invest or manage the wealth they are making. This will be constructive to the society.
Sreekumar V (Secretary, GTECH)
The information technology industry works on deadlines. Be it time and material contract or be it fixed time contract, deadlines are something we have to adhere to. In this industry specifically, in addition to doing the work, we are spending time to understand the work as well. Employees may have extended work hours, but it is not a consistent pattern. Towards deadline, we may have extended hours spent on work, other times generally, we enjoy relaxed hours of work.
The work from home pattern as well as hybrid work patterns are getting un productive. People are mixing up both in personal tasks as well as professional tasks, as a result the productivity of employees are getting affected. In these arrangements, the work pressure is getting high as there is no cap for work hours.
Regardless of the challenges in the industry, talent is in demand in the IT industry. Human resources departments are struggling to manage attrition. Due to this demand, it is inevitable for employers to focus on workplace wellness.
Human resources departments are now being converted to people connect departments. They are focusing on employee engagement programs. The capabilities and expectations of youngsters are quite high, companies are trying to cop up with it.
While issuing contracts, the US and European companies are now reviewing the workplace wellness programs of the vendors, along with other documentation. The workplace standards for happiness and wellness are now important to grab better IT contracts.
Shilpa Gopakumar (IT HR Professional)
I have struggled a lot in my earlier employments. But I am happy with current employer. Due to parental pressure, I happened to become an engineering graduate. In the career phase I switched to human resources management field. Employers are doing lots of things to take care of well being of employees in the IT sector.
Like NAASCOM, it may be better to develop some workers council to generally take up issues encountered by employees. A counselor on board, similar to doctor on board may be very helpful for addressing mental health issues of employees. A good staff council may be a good initiative to keep people first.
As employee, we should realize that we are replaceable in the current employment context. Hence, we should learn to keep us first.
Anoop Prakash (National Sales Head, Chola MS General Insurance)
Employee wellness is not limited to one aspect. The mental wellbeing, the financial wellbeing as well as good health may be components of wellness. We often limit our discussion to selected components only. We have to consider all angles of wellbeing.
I have also faced many challenged in the beginning of my career. My current employer has several programs for employee wellness. There are pressure mounting scenarios, but there are supporting mechanisms as well.
The skills to say effective NO is a quality to be developed. The freshers are mostly reluctant to say NO. Most of them are passionate to work to establish. But the passion is exploited many a times.
Panel Discussion 2: Defining Workplace Wellness
Veena S (Social Activist)
The panel discussion was anchored by Veena
K S Sabarinathan (Ex. MLA, Ex. Tata Sons Employee)
We should first understand the stress potential of our society. Most of the organizational structures we are dealing with demand over work to prove ourselves in the initial phase, at least. The stress and anxiety of an employee is not different from the physical stress of a daily wage employee. Direct and indirect involvement of government and institutions are much required to manage the stress potential. Human rights panel also may be involved.
The junior most employees are generally at the receiving end, they will be the last mile employee of the organized sector, who will be just new entrants with decent wages. They are essentially at the bottom line of the taking order; in order to prove themselves they may be vulnerable to take additional work. If we observe, Anna also falls into this category.
The generation gap is also a problem. Parents do not understand the new age pressure scenarios youngsters are going through. Parents have to put effort to learn and understand the atmosphere and realities.
AIPC may advocate for workers councils. APIC can also raise the cause of GIG workers, their conditions have to be taken care in a socialistic way. As a bottom line, the basic work life wellness is ensuring minimum security at workplace.
Dr. Sreejith N Kumar (Former President, IMA, Kerala)
Beyond policies, we should understand that the society will be happy, when all of us are happy. So, we may start by making ourselves happy.
How do we identify whether a work is good for me? Probably if I am happy to share something about it, the work may be interesting for me. If we identify our passion, we may be more comfortable around it. If we are fascinated in doing something, continue doing it. If we do not like the work, try to move away from it as soon as possible. IKIGAI principles may be useful to keep us happy.
The food we eat is very important for our wellness. While selecting food, think a little about anthropology of our food, where we are coming from has to decide our food. A good combination of food will be a lot of vegetables and proteins. Avoid grains to the maximum. If possible, avoid food; fasting is a good way to keep us healthy. Vegetables, even with pesticide is better than grains with non veg.
Moving like a human being is another important stuff. Walking or doing exercise is an effective proven stress buster. Practice to have 1000 steps a day or do proper exercise. It will get rid of fatty lever and will be helping us to be relaxed.
Reserve 5 to 8 hours for sleep. Do not use sleep time to work. Brain needs rest, else will be stressed and counterproductive.
Try to speak out, share your feelings with others. Sharing makes ourselves relaxed. Do not hesitate to reach out to counselors, it’s a good way to share things and relax ourselves.
Dr. Anand Marthanda (Director, Ananthapuri Hospitals)
Office wellness is firstly related to mental health. At the end of the day, are we happy after work hours? It matters. The financial and physical aspects also contribute to wellness.
Whether we are passionate to do the work, whether we have the right aptitude to do the work, that also is important. The healthy relationship with seniors is also another aspect that may affect office wellness.
Deepa N (IT Professional)
It is important to have a space to open up. The space should not be judgmental, we should be able to express as we are. It may start from our families. If we give space inside families to open up, we will have less reluctance to open up in workplace as well.
Awareness of mental health and availability of mental health helpline will also help us to manage workplace wellness. We should be open to accept mental health issues, to deal them effectively. Like the mandatory POSCH training, mandatory mental health training is also may be required at workplaces.
Ability to listen and ability to deal situations with empathy could also help to manage wellness issues effectively. We should be sharing, understanding and caring.
Rejimon Kuttappan (Social Activist and Independent Journalist)
Rejimon was studying the forced labor and bonded labor issues across India. The truth of India’s true labor force is very serious, they are more important than the flimsy solutions being discussed.
The blue/white collar workers, or the workers in the organized sector are an absolute minority, compared to the vast population of unorganized workmen in our country. They are more involved in daily wages and bonded labor. They are neither permanent employee, not contract employees.
Indian society’s understanding of "workplace wellness" is shallow, and that’s by design. Most workers -especially in unorganized sectors, which employ over 80% of the workforce don’t have the luxury of pondering abstract concepts like wellness. They’re fighting for basic rights: fair wages, safe conditions, and job security. The term is largely confined to urban, white-collar spaces, where it’s peddled as yoga sessions or mental health apps, ignoring the grinding reality of long hours, low pay, and precarious contracts. Even in these "progressive" workplaces, wellness is a corporate checkbox, not a genuine concern. The average worker knows exploitation better than they know this jargon, and they’re not fooled by it.
The "socio-cultural fabric" is a fancy way of dodging caste, class, gender, and religious discrimination, which are baked into India’s workplaces. Dalits face exclusion, women battle harassment, and minorities navigate bias daily. Wellness programs won’t fix this—they’re bandages on a broken system.
While focusing on trees, we are forgetting the woods. The discussion of work-related wellness will be meaningless, only if we are focusing on the issues of handful of professionals. It will be meaningful, only if we are taking up the cause of the unorganized and bonded workmen effectively. Rahul Gandhi, has been interacting with these marginalized sections nation wide and he stand convinced for the upliftment of them. We are talking about wholistic wellness of employees working in AC rooms. They are also not realizing that they are also in air-conditioned sweat shops!
As Dr. Ashok mentioned in the previous session, when we are saying that we are having an average 45 work hours per week, it also states that there are marginalized sections who are working 80 hours a week. Among the 52.4 crore workers in India, only 10 percentage is organized, they only have unions to bargain for their rights. The 42.8 crore workers are out of any such discussions.
I have been to large warehouses of online retails giants in Uttar Pradesh and other northern states. The female daily workers are working there for 12 to 14 hours without break. They are not even allowed to take breaks to change their sanitary pads during their periods. They are not even allowed to take rest for 10 minutes even in their menstrual periods, and they are paid less, less than 10000 rupees per month. That is the hard reality in our workplaces.
Around 2.3 crores workers are in GIG economy now, the number may only increase. Who are these people? They are our unemployed youth, who are not able to grab a permanent job, not even a contract job! They have been called partners by the aggregators. What type of partners? the loss is being shared to them not profit. They are intentionally called partners and not employees to get them out of the purview of labor laws. There is no job security, it is hire and fire situation in the ground.
All the major laws are regulations related to employees – be it labor laws, PF, ESI, DA – all were formulated before independence, when Dr. B R Ambedkar was the labor minister. That time the British India was literally run by the industries and money lords. But he was willful to form rules, for example to fix the work hours to 8 hours per day. In 1942, Dr. Ambedkar could reduce daily work hours from 14 to 8 hours. Now, in 2025 our system is listening to greed cries to increase daily work hours from 8 to 14 or 16! The aggression is only to increase profit, for a handful. We should be focusing on wellbeing of the larger set.
There are rules and regulations on definition of profit, how profit share has to be distributed among employees via bonus and other means. But the pay hikes and bonuses are granted as if they are paid by the mercy of the employer or higher officials.
In short, workplace wellness in India is a mirage unless it’s grounded in justice, not jargon. Workers don’t need mindfulness apps; they need power, dignity, and rights. Channel Ambedkar’s vision: demand fair wages, humane hours, and ironclad rights. Join the unionist movement—without it, exploitation will deepen. The choice is stark: unite for justice or be crushed by greed.
The need of the hour is to unionize the unorganized sector and the GIG workers to give them collective bargaining power. Unless they have bargaining power, no fundamental change will happen to the situation. The wellness or workplace wellness is directly linked to the bargaining power.
Warning: Please note that above words are not directly in the tone and sense of the personalities participated in the event. I have re-presented them, as I have understood or perceived from the speeches and panel discussions. To simplify the style of writing, I have presented in active voice and request the reader to take note of this approach and avoid directly attributing the views without cross validating with them.
My suggestions
Obedience vs Assertiveness
We are growing our children by preaching obedience. The ability to question and the ability to say no is low due to this practice. It is not just saying the ability to say no. We also have to train our kids to assert their right to demand for time.
Work is not Passion
What is work? Work is the service an employer sells to his employer under predefined conditions of time and effort. We should be very clear about that. Work is not the end of life. We should not mix life with passion. Passion is something we wish to engage, which is not paid work. If we insist to have 8-8-8-hour guidelines enforced, we will have time to find time for passion.
There should be regulations to define work and expectation in employment contracts in public and private sectors. The work should be defined, and any additional scope should be chargeable and should be accounted. Now, employment contracts are vaguely defined and is the root of all exploitations.
Need of Resource Pools
The large corporate houses have enough surplus fund to scale up employee strength or manage excess employees for projects in pipeline. But the midsized employers and startups have issues in scaling up and down. This also may be a reason for squeezing available employees to avoid unmanageable scaling.
GTECH, NASCOM like forums or Employment Exchanges like government forums may be leveraged to maintain a bench of skilled workforce. This will provide small organizations in resource scaling on demand. The employees may be kept in the rolls of such mechanisms so that they may not loose job abruptly. Already Capgemini like private firms is working in this pattern for larger players. Governments may act here to promote such services for lower players so that uncertainty introduced pressure may be managed.
