Psychosocial risk factors in the workplace: Complete guide for companies

When we talk about psychosocial risk factors in the workplace, we do not refer to personal problems of the employees. Rather, they are cracks in the design, organization, and management of everyday work that end up affecting the mental, physical, and social health of the entire team.

These failures can generate stress, exhaustion, and a demotivation that, if not addressed, can spread throughout the office.

Understanding psychosocial risk factors

Imagine the foundations of a building. If cracks appear and no one pays attention, they will weaken the entire structure over time. Psychosocial risk factors are just that: often invisible cracks at the base of your company.

Although they are not visible at first glance, little by little they undermine the motivation, commitment, and overall performance of your people.

More than a dictionary definition, let's think about everyday situations in an office in Mexico. These are those workloads that seem endless, the lack of clarity about what is expected of each role, or a leadership style that, instead of inspiring, generates uncertainty and distrust.

Addressing these factors is not just a legal obligation under the NOM-035. It is a strategic investment in the most important asset of your company: the people who make it work every day.

Why is it crucial to talk about this today?

The conversation about well-being at work has changed. It is no longer enough to offer a good salary; today's teams seek environments where they feel safe, valued, and with a clear purpose.

Ignoring psychosocial risks has direct and measurable consequences for any business. We see it every day in the companies we collaborate with:

• Increased employee turnover: Employees who live under constant stress or feel unsupported are the first to seek new opportunities.

• Absenteeism skyrockets: Mental and physical exhaustion directly translates into more absences and lower presence in the office.

• Productivity plummets: A demotivated team makes more mistakes, loses initiative, and their overall performance crashes.

The reality in Mexico is striking. A recent study revealed that a high percentage of workers are exposed to some level of psychosocial risk, and an alarming number of them reported severe exposure. These numbers are not an anecdote; they are a signal that the problem is widespread and requires immediate attention from team leaders and HR.

To understand the real scope, we have summarized the impact of the most common risks in the following table.

Impact of main psychosocial risks

This table offers a quick overview of how failures in work organization translate into direct costs for the company.

As can be seen, each risk has a direct echo in business indicators. They are not "human resources issues"; they are operational problems that affect profitability.

Understanding and actively managing these risks is a pillar of occupational health. It is about moving from a reactive approach—merely putting out fires—to a proactive culture that protects the well-being of the team from the root.

By demystifying this term, we lay the groundwork for creating a workplace that is genuinely healthy and sustainable. It's not about eliminating stress altogether, but about building an environment where challenges are manageable, leadership is positive, and every person feels that their well-being matters. If you want to delve deeper into this topic, we recommend exploring what occupational health is and the role it plays in prevention.

Warning signs of the top 5 psychosocial risks

Identifying psychosocial risk factors in the workplace is the first step. But the true skill lies in knowing how to recognize their symptoms in daily life to act in time.

These problems rarely announce themselves with a neon sign. Instead, they filter into subtle changes in behavior, team energy, and dynamics that did not exist before.

As a leader or HR manager, your ability to read these signals is crucial. Next, we will break down the five most common risks in the Mexican work environment and the early warning signs that will help you detect them before they turn into a crisis.

1. Excessive workloads

This is the most well-known villain of workplace well-being. It's not just about "having too much to do", but about that constant feeling of being under pressure that simply does not relent.

The signs are quite clear if you know where to look:

• Increased errors: People who are usually very detail-oriented begin to make careless mistakes or deliver work of inferior quality.

• Irritability and cynicism: Negative comments or curt responses become the norm, even among collaborators who were previously the spark of the team.

• Working overtime as the norm: You see members of your team connected or sending emails at all hours. Not as an exception but as their new routine.

Think of Ana, a creative designer who always delivered her projects with impeccable quality. Lately, her proposals arrive just on the deadline and with obvious typographical errors. This change is not a lack of ability; it is a cry for help from someone who likely doesn’t have a minute to calmly review their own work.

2. Lack of control and autonomy

When people feel they have no say in how to do their work, motivation plummets. Micromanagement and distrust are pure poison for initiative.

Watch for this in your team:

• Zero initiative: No one proposes new ideas or improvements. People limit themselves to passively executing orders, as if they were on autopilot.

• “Presenteeism”: Employees are physically at their desks, but their minds are elsewhere. They fulfill their hours but do not provide real value.

• Excessive dependence: They seek your approval for every small step, even on tasks they dominate. The fear of making a mistake paralyzes decision-making.

A team without autonomy is a paralyzed team. The lack of control creates a culture of dependence where creativity and problem-solving simply disappear.

3. Negative leadership

Poor leadership can contaminate the entire work environment within weeks. Lack of communication, favoritism, or total absence of recognition are factors that obliterate trust and commitment.

The warning signs include:

• Increased gossip and rumors: When official communication is poor or unreliable, informal channels take over the atmosphere, and misinformation reigns.

• Low participation in meetings: People appear apathetic, do not share opinions, and avoid eye contact with the leader. There is a silence that says more than a thousand words.

• Formation of "silos" or subgroups: Teams divide, and collaboration between areas collapses. Everyone guards their own trench.

4. Work-life imbalance

A culture that glorifies being "always available" is a ticking time bomb that leads straight to burnout. Respecting personal time is not a luxury; it is a necessity for maintaining high and sustainable performance.

Pay attention to these alerts:

• Frequent vacation cancellations: Employees who postpone or cancel their days off because they feel they "cannot" disconnect.

• Constant mentions of fatigue: Phrases like "I am exhausted" or "I didn’t sleep at all last night" become part of the daily conversation, almost like a greeting.

• Lack of interest in social activities: The team shows evident reluctance to participate in integration events or celebrations. There is simply no energy for more.

This imbalance is one of the main highways to burnout. To better understand its devastating consequences, we invite you to read our article on work stress and burnout, the silent epidemic of the 21st century.

5. Toxic work environments

This is the most dangerous risk. It encompasses destructive dynamics such as harassment, discrimination, or unfair competition. It directly attacks the psychological safety of individuals.

The signs here are severe and require immediate action:

• High turnover in a specific area: If a department or team has a constant drain of talent, it is a giant red flag that you cannot ignore.

• Isolation of certain employees: You notice that a person is consistently excluded from conversations, meetings, or team social activities.

• Fear of expressing opinions: There is a palpable tension where no one dares to disagree or point out a problem for fear of retaliation.

Recognizing these signals is not about assigning blame. It is about understanding what is happening beneath the surface to offer solutions that truly help your team recover and thrive.

How work stress impacts productivity in Mexico

Work stress is not simply "feeling pressured". It is the most direct, visible, and costly consequence of failing to manage psychosocial risk factors in the workplace. In Mexico, the problem has already reached critical levels and has stopped being a personal concern to become a business challenge that directly impacts profitability.

We need to go beyond the notion that "stress is bad". We need to understand how it translates into tangible losses. When employees live under constant pressure, their ability to concentrate, solve problems, and collaborate plummets. This wear and tear not only reduces an individual's efficiency, but erodes the morale of the entire team.

The situation in our country is particularly alarming. According to recent data, nearly 75% of workers in Mexico suffer from fatigue due to work stress. That figure places us with the highest rate in the world and makes it clear that action is urgent.

The direct connection between chronic stress and business results

A little stress is normal in any challenging job. The real problem starts when it becomes chronic and evolves into something more serious, such as burnout or generalized anxiety. It is right there that the impact on the company’s indicators becomes evident.

The cause-and-effect relationship is undeniable and manifests in various ways:

• Decreased productivity: A stressed employee makes more mistakes, takes longer to complete their tasks, and their capacity to innovate drops to zero. The mental energy they should use to create value is spent managing anxiety.

• Increased absences and absenteeism: Chronic stress has very real physical consequences, from headaches and digestive issues to heart conditions. This translates into a clear increase in absences and medical leave.

• Loss of key talent: The best employees tend to be the most committed, and thus, the most vulnerable to burnout. When the work environment becomes unsustainable, they are the first to seek opportunities in companies that prioritize well-being.

This vicious circle of stress and low productivity not only generates direct costs, such as paying for absences or the expense of recruiting to replace those who leave. It also causes hidden costs, such as the loss of institutional knowledge and damage to employer brand reputation.

Understanding work stress as a silent epidemic is the first step to combating it. It is not a personal weakness, but the result of a work environment that has exceeded the adaptation capacity of its people.

From individual burnout to organizational crisis

When a significant number of employees live with burnout, the problem stops being theirs and turns into a culture crisis. Demotivation becomes contagious, affecting the work atmosphere and the way teams work together.

The long-term consequences can be devastating. An exhausted team cannot respond quickly to market changes and cannot provide exceptional customer service. Simply put, they lack the energy.

In our experience, collaborating with companies throughout Mexico since 2019, we have seen how proactively addressing stress not only improves well-being but revitalizes culture completely. Recognizing that burnout is a system problem, not an individual failure, is essential. If you want to delve deeper into how burnout is affecting Mexican companies, we recommend reading our analysis on the 3 key facts about burnout in Mexico that you should know.

Managing psychosocial risk factors in the workplace is not an option; it is a strategic necessity for any company that wants to be sustainable and competitive in today’s landscape.

A practical guide to implementing NOM-035

For many, the Official Mexican Standard NOM-035 sounds like another bureaucratic requirement. But in reality, it is a roadmap designed to build a better workplace. The first step to truly transforming your team’s well-being is to see it as an ally, not a burden.

Its purpose is very clear: for companies in Mexico to actively identify, analyze, and prevent psychosocial risk factors in the workplace. In short, it gives you the tools to stop reacting to problems and start preventing them from the root.

With the entry into force of NOM-035-STPS-2018, a before and after was marked in how labor mental health is managed in the country. This regulation obliges all companies, regardless of size, to take concrete actions to protect the balance of their employees.

The key steps for a successful implementation

Adopting NOM-035 does not have to be a headache. It can be summarized in a continuous improvement cycle that protects both your people and your business.

1. Identify and analyze risks: The starting point is to apply the questionnaires provided by the norm itself. These surveys are like an X-ray: they will give you a clear diagnosis of how your team feels regarding the workload, leadership, and the overall environment.

2. Create an action plan: With the results on the table, the next step is to design prevention and control measures. It is not about fixing everything at once, but about focusing on the most critical areas revealed by the questionnaires.

3. Communicate and disseminate: It is essential that each person on the team knows the prevention policy. They should know whom to turn to if they face a risk situation and what mechanisms exist to support them. Clarity generates trust.

NOM-035 does not seek to assign blame but to find solutions. Its true value lies in using data to open honest conversations about what can be improved and, above all, how to do it together.

This flowchart makes it very clear: it shows the path from risk identification to its consequences if not managed in time.

As shown in the image, unaddressed risks lead directly to stress, which in turn translates into very tangible losses for the company.

From questionnaires to real action

The real challenge is not applying the surveys but knowing what to do with the information. The results are an invaluable guide for making strategic decisions that have a real impact.

• Did the workload come out high? It’s time to review the distribution of tasks, evaluate if you need to hire someone else, or implement tools that automate repetitive processes.

• Is leadership a weak point? This is the perfect opportunity to invest in training for your managers, focused on effective communication, emotional intelligence, and how to give recognition that motivates.

• Lack of balance between life and work? You can explore flexibility policies, promote the right to digital disconnection, or establish more respectful meeting schedules regarding everyone’s time.

Implementing NOM-035 is an opportunity to listen to your team in a structured way and demonstrate through actions that their well-being is a priority. Instead of seeing it as a simple obligation, use it as the engine to build a stronger, healthier, and more productive organizational culture.

If you’re looking for more ideas on how to get started, our guide on preventing psychosocial risks offers practical and effective strategies you can implement right away.

Effective strategies to mitigate psychosocial risks

Knowing how to identify psychosocial risk factors in the workplace is the first step, but the real change happens when we move from theory to action. It’s not about implementing overly complex or costly solutions, but about making strategic adjustments in daily life that reinforce the well-being and resilience of your team.

Here we share a set of concrete solutions, organized into four pillars, that you can start applying today to build a healthier and more productive work environment.

1. Improve work organization

Clarity and predictability are powerful antidotes to stress. When a person knows exactly what is expected of them and feels that the goals are achievable, anxiety decreases drastically.

• Define clear roles and responsibilities: Ensure that each team member has an updated job description that precisely delineates their functions. This avoids duplication of tasks and conflicts over "stepping on each other's toes".

• Set realistic and measurable goals: Objectives should be challenging but attainable. Use methodologies like OKRs (Objectives and Key Results) to align the team and provide visibility on progress.

• Distribute the workload equitably: Constantly monitor who is doing what. Project management tools can help you visualize each person’s load and reassign tasks before someone reaches the breaking point.

2. Foster positive and approachable leadership

Leaders have a direct and profound impact on the work climate. Good leadership not only directs but also supports, inspires, and protects their people.

Training your managers and coordinators in soft skills is one of the most profitable investments you can make.

A leader who knows how to listen, communicate empathetically, and recognize effort completely transforms the sense of safety and support within the team.

In our experience with various clients, we have observed that leaders who genuinely engage in their people’s well-being manage to significantly reduce turnover and increase commitment.

3. Promote work-life balance

The culture of being "always connected" is unsustainable and leads directly to burnout. Promoting a healthy balance demonstrates that the company values its employees as whole people, not just as workers.

• Implement flexibility policies: Whenever possible, offer options for flexible schedules or hybrid work models. This autonomy allows people to better manage their personal responsibilities.

• Respect the right to disconnect: Establish clear policies regarding communication outside of working hours. Encourage leaders to set an example by avoiding sending emails or messages late at night or on weekends.

• Encourage taking vacations: Actively promote that staff uses their days off. A rested team is a more creative, focused, and productive team.

4. Create a tangible support environment

Finally, concrete well-being actions materialize the company's commitment. This is where corporate wellness programs play a tactical and highly impactful role.

Introducing active breaks for well-being, such as body massages, is a direct way to combat stress and improve the work climate immediately. At Zen to Go, we have seen how these initiatives become one of the most valued benefits by teams.

Our services fit perfectly into your company’s dynamics:

• Sitting Shiatsu Massages: This is our most popular modality. We only need a small space, and employees receive a relaxing massage without having to take off their clothes. It is ideal for events or wellness days.

• Desk Massages: Perfect for not interrupting the workflow. Our certified therapists move from desk to desk, offering a revitalizing break that alleviates accumulated tension in the neck and shoulders.

Implementing a wellness program that is well-structured sends a clear message: "We care about you". Based on our biannual satisfaction surveys, 99% of employees who receive our services feel that their company values their well-being, and 79% report a tangible reduction in stress.

To decide where to start, it may be helpful to compare these strategies. Not all have the same cost, complexity, or immediate impact.

Comparison of strategies for mitigating risks

This table helps you evaluate different strategies based on their ease of implementation, cost, and potential to improve team well-being.

As shown in the table, some of the most impactful actions, such as disconnection policies or well-managed active breaks, are surprisingly simple to implement.

Mitigating psychosocial risks requires a comprehensive approach, very similar to the risk management principles applied in other areas to identify, analyze, and control threats. By combining clear organization, empathetic leadership, and effective wellness programs, you not only comply with regulations but also build a culture where talent can truly flourish.

How to measure the return on investment of your wellness program

Implementing a wellness program is not an expense; it is a business decision. And like any smart investment, its value has to be measurable to justify its continuation and growth. The good news is that the results of addressing psychosocial risk factors in the workplace are directly reflected in the indicators (KPIs) that your company already monitors.

Demonstrating the return on investment (ROI) is not about inventing complicated metrics but about connecting the dots between wellness initiatives and tangible business results. When you invest in reducing stress and improving the environment, the effects are seen in the numbers. It’s that simple.

Key indicators to measure success

To translate well-being into figures, the key is to focus on the correct KPIs. These indicators will allow you to build a solid business case and demonstrate how a healthier team is undoubtedly a more productive team.

• Reduction in turnover rate: One of the most silent and high costs for any company is the loss of talent. Measure your turnover rate before and after implementing your program. A positive work environment is an anchor that makes your key employees decide to stay.

• Decrease in absenteeism: Stress and burnout are direct causes of absences and leaves. Keep track of the number of absence days per employee. You will see how an effective program reduces this metric, translating into more hours of productive work and fewer interruptions.

At Zen to Go, we have found that well-being has a direct and measurable impact. Based on our biannual surveys, 99% of employees who participate in our programs feel that the company actively values their well-being. That feeling is a decisive factor in retention.

From perception to hard data

Beyond classic HR indicators, the impact of a wellness program is felt in daily operations and team morale.

Improvement in workplace climate surveys: Use pulse surveys or the evaluation provided by NOM-035 to measure the perception of the work environment. Compare results over time. An increase in satisfaction and commitment is a clear sign that your efforts are hitting the mark.

Increase in productivity: Although sometimes more difficult to quantify, you can observe improvements in goal fulfillment, work quality, and team agility. A less stressed team is a more focused and innovative team. Period.

Our experience with hundreds of corporate clients supports this with data. Employees participating in our massage programs report an average reduction of 79% in their stress levels. This decrease is not just a feeling; it’s mental energy being freed up and redirected to solving problems and achieving goals.

Measuring the ROI of your program correctly allows you to demonstrate that caring for your people is not only the right thing to do but the smartest business decision. It is, at its core, a powerful engine for sustainable growth.

Addressing key questions: NOM-035 and psychosocial risks in practice

To close this guide, let's ground the concepts. We have compiled the questions we hear most from HR leaders and managers in Mexican companies. Here are direct answers, no frills, so you can manage psychosocial risk factors in the workplace with complete confidence.

Does NOM-035 also apply to my SME?

Yes, without exception. NOM-035 applies to all workplaces in Mexico. What changes is not whether it applies but how it applies, depending on the size of your team.

The law divides it into three very clear levels:

• Up to 15 employees: The obligations are simpler. They focus on having a prevention policy, taking basic measures to avoid risks, and, above all, communicating this information to everyone.

• From 16 to 50 employees: Here responsibilities increase. In addition to the above, it is now mandatory to identify and analyze psychosocial risk factors (yes, this involves applying the questionnaires) and to keep a record of everything.

• More than 50 employees: They meet all of the above and add two critical responsibilities: conducting evaluations of the organizational environment and offering specific medical evaluations to those who have been exposed to workplace violence or severe traumatic events.

How do I know if someone on my team is stressed or already burned out?

This is one of the most common confusions, but the difference is key. Think of it this way: stress is a temporary reaction to a deadline or a complicated project. Once the pressure decreases, stress tends to disappear.

Burnout, on the other hand, is a state of chronic exhaustion. It doesn’t go away with a free weekend. It is the result of months or years of poorly managed stress.

The signs of burnout are deeper than simple fatigue. Look for these three key symptoms: a pronounced cynicism or detachment towards work, a sense of ineffectiveness (the person feels that they are no longer good at what they do), and an exhaustion that simply does not go away.

I identified a possible case of harassment, what do I do now?

Here, there’s no room for doubt: speed and discretion are everything. The first step is to listen to the affected person in a safe, confidential space and without making judgments. Your initial role is to actively listen. Document the facts as objectively as possible.

Immediately afterward, activate the internal protocol that your company should already have according to NOM-035. It is vital to protect the confidentiality of all parties involved and ensure zero retaliation while the investigation takes place. The ultimate goal is clear: to ensure that the work environment is safe for everyone.

Do massage programs really help mitigate these risks?

Absolutely. And they are not just a "nice perk". Wellness programs like corporate massages are a tactical tool with tremendous impact. They do not only address the root of accumulated physical and mental stress, but they also send a very powerful cultural message: the company truly cares about its people.

This type of initiative enhances the perception of organizational support, which is one of the most important protective factors against psychosocial risks. It’s not an opinion; it’s data: according to our metrics, 99% of employees who receive our massages feel that the company actively values their well-being.

Transforming your company's culture and protecting your team is not an expense; it is the smartest investment in your most valuable asset. At Zen to Go, we are your allies in implementing wellness programs that generate real, measurable, and positive impact.

Discover how our corporate massage solutions can reduce stress and strengthen your team.