India’s job market is undergoing a turbulent shift, and it’s not the freshers or senior-most executives who are the most vulnerable — it’s the professionals in their 40s. Shantanu Deshpande, CEO of Bombay Shaving Company, has brought this issue into the spotlight with a candid and widely shared LinkedIn post titled “Stress is Real.” In the post, Deshpande addresses a growing concern that’s being referred to as the “40-40 problem” — a situation where professionals aged above 40 or earning over ₹40 lakh per annum are increasingly being laid off and are struggling to find new roles.
Deshpande explains that mid-career professionals are often among the first to face the axe during organizational restructuring. The reason? Their seniority translates into higher salaries, and during economic downturns or cost-cutting phases, this demographic becomes the most expendable. The irony is that these professionals often carry the highest financial burdens — with children entering college, home loans (EMIs), aging parents, and lifestyle responsibilities — yet lack the savings cushion to weather sudden job losses. In his post, Deshpande writes, “They have children entering college, financial responsibilities toward parents, EMIs to pay — and often, not enough savings. It’s deeply concerning.”
Adding to the emotional weight of this crisis, the World Health Organization’s 2025 survey reveals that 40% of professionals who are laid off in this age group suffer from severe stress. The mental and emotional toll is especially high among middle-aged men who typically serve as the primary breadwinners in Indian households. These layoffs are not just career setbacks — they are triggering personal crises, identity breakdowns, and financial turmoil.
The “40-40 problem” has quickly become a key concern among recruiters, as many professionals in this age and income bracket are now considered overqualified for junior roles, too expensive for mid-level jobs, and lacking in modern technical skills such as AI, automation, or cloud computing. These gaps leave them stuck in a career limbo, with few options for re-entry into the corporate world. One comment on Deshpande’s post highlighted this reality, stating, “The most vulnerable are between 40 to 45 — they’re usually the first to face the axe, especially when switching from established firms to startups for better pay.”
Deshpande offers more than just insight — he provides a roadmap for professionals who want to stay ahead. He recommends three strategies: start upskilling in AI and other emerging technologies, save more aggressively, and develop an entrepreneurial mindset. These aren’t just survival tactics; they are essential tools to remain relevant and employable in a rapidly evolving job market.
As more companies restructure to become leaner and more agile, mid-level management positions are becoming redundant. Startups and new-age companies often prefer younger, tech-savvy hires who come at a lower cost. This leaves experienced professionals in a difficult spot — caught between being too senior and too outdated in terms of skillset. “In a startup world that celebrates agility and youth, the 40+ age group is often misunderstood,” remarked an anonymous HR executive in a recent industry panel.
The crisis has triggered important conversations about age discrimination, the need for inclusive hiring policies, and the lack of support systems for professionals in this transition phase. Experts are urging companies to introduce age-inclusive hiring practices, mid-career mentorship programs, and tailored upskilling platforms that can help bridge the generational skills gap. Additionally, offering emotional support and financial counseling to laid-off employees can go a long way in mitigating the impact of sudden unemployment.
Deshpande’s viral post and the overwhelming reactions to it have made one thing clear — this is not an isolated issue. It’s a systemic challenge that needs attention from corporate leaders, HR departments, and policymakers alike. Ignoring this demographic, which holds decades of experience, leadership potential, and industry knowledge, is a mistake India cannot afford as it strives for economic resilience and workplace equity.
The age of layoffs is no longer confined to freshers or underperformers. Mid-career professionals, despite years of loyalty and results, are being let go with little support. As India’s workplaces continue to evolve with technology and economic shifts, the urgent question remains: how do we build a future where experienced professionals are not just retained — but respected, upskilled, and reintegrated?
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