WeWork India announced a fresh set of people policies on December 22, 2025. The update focuses on flexibility, health, and long-term retention. The changes apply across India. They respond to shifting expectations around caregiving, women’s health, and career continuity.
What changed in WeWork India’s employee wellbeing policies
The new framework puts flexibility first. It also widens health coverage. Importantly, it recognises long careers as non-linear.
Flexible return for caregivers
Under WeWork India’s employee wellbeing update, primary caregivers get extended flexibility. Employees of all genders can work from home for up to six months after parental leave. The policy includes biological parents, adoptive parents, commissioning parents, and LGBTQIA+ families.
This approach targets a critical career phase. The company aims to reduce drop-offs after leave. At the same time, it supports continuity in roles.
Women’s wellness leave from 2026
From January 2026, WeWork India’s employee wellbeing package adds a paid Women’s Wellness Leave. Eligible employees can take one paid day each month.
The policy covers menstrual health. It also includes perimenopause, menopause, and postmenopause. Transgender women and non-binary employees who menstruate are included. This expands how workplace wellbeing policies address women’s health in India.
How WeWork India’s employee wellbeing framework works
The company has structured the changes across life stages. Health, caregiving, and renewal sit at the core.
Sabbaticals for long service
Employees who complete five years can apply for a sabbatical. The leave can last up to one month. It is unpaid. However, it allows time to rest, study, volunteer, or pursue personal goals.
This element of the eployee wellbeing strategy acknowledges long-term contribution. It also supports burnout prevention.
Expanded health insurance cover
For 2026, the insurance plan has wider scope. Coverage now includes:
- Higher pre- and post-natal expense limits
- Expanded mental health treatment support
- Medical equipment cover after accidents
- Planned sterility procedures
- Preventive care such as cervical vaccinations
Employees can also choose from six new add-ons. This allows personalisation based on life stage and needs.
Impact and updates
The policies affect retention and participation. Caregivers gain flexibility. Women’s health moves into formal policy. Long-serving employees receive structured renewal options.
According to Priti Shetty, Chief People and Culture Officer, the company shaped the framework around three realities. Health conditions influence participation. Parental transitions affect careers. Long careers need periodic breaks.
As a result, the WeWork India employee wellbeing approach positions inclusion as operational practice. It also sets benchmarks for modern workplace culture in India.
