WeWork India Grants New Parents 6 Months of Work-From-Home
WeWork India has unveiled a comprehensive suite of “progressive wellbeing” policies. Announced on December 22, 2025, these measures are designed to address the nuanced needs of a diverse, multi-generational workforce.
By introducing industry-leading benefits such as menstrual and menopausal leave, extended remote work for new parents, and sabbaticals, the company aims to foster an environment of empathy, inclusivity, and long-term professional sustainability.
Prioritizing Women’s Health: Beyond the Taboo
A cornerstone of the new policy framework is the introduction of Women’s Wellness Leave, effective January 5, 2026.
This policy grants one paid day of leave every month to women, transgender women, and non-binary individuals who menstruate.
Unlike traditional sick leave, this provision specifically acknowledges the physical and emotional impact of menstrual cycles.
Crucially, the policy also covers health challenges related to perimenopause, menopause, and postmenopause.
By normalizing these biological realities, WeWork India is taking a bold step toward dismantling the stigma surrounding women’s health in corporate India.
WeWork Empowering Primary Caregivers
Recognizing the “transition shock” that often follows parental leave, WeWork India has introduced enhanced flexibility for all primary caregivers.
Employees returning from parental leave—whether through biological birth, adoption, or surrogacy—will now be eligible to work from home for up to six months.
This gender-neutral benefit applies to all family structures, including LGBTQIA+ families and commissioning parents.
The initiative is designed to ensure that the joy of a new family member does not come at the cost of career momentum, allowing parents to balance professional responsibilities with the demands of early childcare.
The Sabbatical: A Strategy for Renewal
To combat burnout and reward institutional loyalty, the company has rolled out a Sabbatical Policy for long-serving team members.
Employees who complete five years of service are now eligible for up to one month of unpaid leave.
This period can be used for personal interests, such as:
- Skill Acquisition: Pursuing certifications or higher education.
- Volunteering: Engaging in social impact projects.
- Rest and Recovery: Prioritizing mental health and family time.
“Long-term contribution requires periodic renewal,” stated Priti Shetty, Chief People and Culture Officer at WeWork India.
She emphasized that these policies are a response to the “critical realities” of shifting family structures and evolving health needs.
WeWork India Strengthening the Safety Net
In tandem with leave policies, WeWork India is enhancing its 2026 health insurance framework. The updated plan offers:
- Higher coverage for pre- and post-natal expenses.
- Expanded support for mental health consultations.
- Inclusive coverage that includes partners of LGBTQIA+ employees.
Through these measures, WeWork India is positioning itself not just as a workspace provider, but as a leader in “people-first” corporate governance.
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