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‘HR Itself Is the Root Cause of Distress’ AIBOBOU Calls BoB’s Mental Health Program Superficial and Unhelpful
The All India Bank of Baroda Officers' Union has strongly opposed the bank's recent circular on its Employee Assistance Program, calling it superficial and disconnected from the ground reality. The union argues that systemic staff shortages and oppressive workloads render such wellness initiatives ineffective.
Author: Kalyani Mali
Published: 7 hours ago
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In response to Bank of Baroda’s (BoB) recent circular on the Employee Assistance Program (EAP), the All India Bank of Baroda Officers' Union (AIBOBOU) has written to the Chief General Manager of HR, expressing reservations about the initiative. The union describes the program as a "cosmetic exercise" and raises concerns that it does not address the ongoing issues faced by field staff, such as acute manpower shortage, increasing workload, unrealistic targets, leave denial, and instances of workplace harassment. AIBOBOU emphasises that without resolving these core issues, counselling services alone cannot improve employees' mental well-being.
Union Dismisses EAP as Superficial
In its letter dated 20th July 2025, AIBOBOU called the EAP initiative a superficial attempt to showcase concern without actually engaging with the lived experiences of employees. The union alleged that the circular appears to “wash the hands of HR” by focusing on counselling and app-based services, instead of addressing the structural and psychological impact of HR’s own practices.
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Image: Bank of Baroda’s circular dated 18 July 2025 reiterating free counselling services under the EAP.
Courtesy: K. Sriniwasrao
Union Accuses HR of Fueling Mental Distress
The union’s letter argues that the root cause of distress lies in the HR department itself. It states that officers in genuine distress are unable to reach HR, and calls or meeting requests often go unanswered. AIBOBOU claims that staff are instead met with stonewalling, threats of unauthorised absence, denial of leave, and intimidation. It alleges that rather than supporting officers, the HR function is intensifying their stress.
The union writes that the Bank, instead of introspecting on these failings or investigating the suicide of an officer, chose to divert attention by promoting counselling and referrals to psychiatric clinics.
Image: AIBOBOU’s letter to the CGM (HR) dated 20.07.2025 rejecting the EAP circular and listing core HR-related stress issues.
Courtesy: K. Sriniwasrao, General Secretary, AIBOBOU
The rising concern over officer stress deepened after the suicide of a Bank of Baroda Chief Manager, who in his letter, cited excessive work pressure as a reason.
Arbitrary Transfers and Delays Cited as Key Stress Factors
AIBOBOU further highlights what it calls “sadistic delays” and “arrogant attitude” of certain HR officials, citing unresolved cases allegedly pending with a named AGM. The union specifically identifies arbitrary transfers as the single biggest source of anxiety, noting that officers are frequently transferred without reason, breaking family setups and harming their stability. It states that this practice violates DFS guidelines and tenure norms, and urges the bank to distinguish administrative necessity from personal vendetta.
Union Urges Structural Reforms Over Symbolic Measures
In its concluding remarks, the union urged the bank to move beyond symbolic welfare efforts and take concrete action to create a genuinely healthy work environment. The union reiterated that no amount of app-based counselling or helplines can replace the need for timely staffing, rational workload distribution, respectful HR practices, and grievance redressal. It called on the leadership to introspect and engage sincerely with the actual stressors impacting officers on the ground.
While BoB continues to offer free counselling through its EAP as a mental wellness initiative, the AIBOBOU has questioned its practicality. The union has stated, in clear terms, that without resolving staff shortages, overwork, and disrupted work-life balance, such wellness measures cannot succeed in addressing real stress faced by officers.
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