Mental health in the workplace in Mexico: a strategic guide for HR

The mental health at work in Mexico has ceased to be a hallway topic and has become a strategic pillar at the Human Resources table. The pressure for results, new hybrid work models, and a culture of "always being connected" have created a perfect breeding ground for burnout and anxiety to directly impact productivity and talent retention.

For you, as an HR professional, this is not new. Your challenge is twofold: to take care of your people and, at the same time, demonstrate the value of these initiatives to management with numbers in hand.

The current state of mental health in Mexican companies: what HR needs to know

Understanding the mental health landscape in Mexico is not just a matter of empathy but a pure business strategy. The data is compelling and paints a reality that can no longer be swept under the rug: the emotional well-being of your employees is directly linked to the company's results.

Ignoring it is simply allowing turnover, absenteeism, and low productivity to become silent but very real operational costs.

Fortunately, the conversation has matured. We are no longer talking about "trying harder" but about building psychologically safe environments where teams can truly thrive. At Zen to Go, as your allies, we understand that your challenge is to translate the human need for well-being into a solid business case.

A reality backed by painful data

The latest statistics show us the urgency to act. According to the Barometer of Mental Health of Workers in Mexico, an alarming 49% of employees feel strong tension in their daily work life.

This data is not just a percentage; it translates into concrete consequences that you surely recognize in your daily operation:

• 37% report serious problems sleeping.

• 33% show levels of depression.

• A 32% admit to having difficulties concentrating on their tasks.

If you want to dive deeper, you can consult the latest data on work-related stress in Mexico and its statistics, which detail how this problem directly impacts operations.

What’s most concerning is that 1 in 3 employees shows moderate disorders that already require specialized support, but only 10% have real access to mental health services through their employment. You can explore these findings in more depth in the complete Affor Health study on worker health.

In our experience working with HR teams across Mexico, we see that these numbers are not abstract. They represent that key employee who resigned due to burnout, the team that isn’t meeting its goals due to exhaustion, or the meeting where you had to justify a spike in absenteeism.

Understanding this landscape is the first step. It provides you with the context and arguments you need to move from concern to action and design solutions that truly work for your people and the business.

The real cost of ignoring well-being: the argument management needs

As an HR leader, you know that people’s well-being is important. But when it comes time to defend a budget, management needs to see beyond good intentions. They need to understand the impact on the bottom line.

Ignoring mental health is not a "soft" decision. It is a financial decision with very tangible consequences.

Stress, anxiety, and burnout are not abstract ideas. They translate directly into the KPIs you review every month: absenteeism, turnover, and productivity.

Every day an employee is absent due to exhaustion is a direct cost. Every time a valuable talent quits, the company incurs recruitment and training expenses that nobody budgeted for. And every project that is delayed because the team is fatigued directly impacts profitability.

From personal discomfort to operational costs

The connection between emotional well-being and business results is a straight line. A fatigued team cannot innovate, cannot solve complex problems, and much less can provide exceptional customer service. The impact accumulates silently until it reflects across the entire value chain.

To put the problem in perspective, just look at the national figures. Work-related stress affects a brutal 75% of Mexican workers, a rate that surpasses powerhouses like China (73%) and the United States (59%).

This problem translates into the IMSS reporting over one million lost workdays just in 2023 due to anxiety and depression disorders. If you want to delve deeper, you can see the details of the impact of work-related stress in Mexico and its effect on health.

These days are not just numbers; they are stalled projects and extra workload for colleagues who do go to the office, increasing their own risk of burnout. A vicious cycle.

The metrics that reveal the problem (and justify your budget)

To build a solid case to management, translate discomfort into metrics that everyone at the table understands. Think of these three pillars:

• Absenteeism and presenteeism: It’s not just about who is absent. "Presenteeism"—being physically at work but mentally absent—can be even more costly. A drained employee makes more mistakes and infects their discouragement.

• Turnover: How much does it cost your company to replace a good employee? Add up the costs of recruitment, interview time, training, and the learning curve. A toxic work environment is one of the main leaks of talent and money.

• Decline in productivity: In our experience working with HR teams in Mexico, we have seen that a team with high levels of stress can take up to 30% longer to complete key projects. This delay impacts customer satisfaction and competitiveness.

Investing in mental health at work in Mexico is not an expense; it’s a risk mitigation strategy. It’s about protecting the company’s most valuable asset: its people.

When you present these data, the dialogue changes. You are no longer asking for an "extra benefit"; you are proposing a strategic solution to protect profitability and ensure business continuity.

How to use NOM-035 as your strategic roadmap (and not just as a requirement)

For many in HR, NOM-035 sounds like endless questionnaires and bureaucracy. But what if I told you that this standard is actually the diagnostic tool you need to build a well-being strategy that truly works?

Instead of viewing it as a mere requirement to tick off, understand it as your starting point. It provides hard data about where the organization "hurts", allowing you to move from assumptions to strategic actions.

NOM-035 is not designed to be an obstacle but a guide. Its goal is to help you identify red flags so you can act surgically and effectively.

The three pillars of NOM-035 as a roadmap

The standard is structured in a logical three-step process that, if followed with intention, transforms the culture. It’s not just about applying a survey and filing it away, but about listening to what the results are telling you.

• 1. Risk identification: You apply the questionnaires to measure psychosocial risk factors. Think of it as taking the organization’s temperature.

• 2. Results analysis: This is where the magic happens. Dig into the data. Which areas show the highest stress spikes? Which teams complain of workload overload or lack of clear leadership?

• 3. Prevention and action: With the diagnosis in hand, you design tailored interventions. The standard requires you to act on the risks but gives you the freedom to choose how to do it.

Complying with the standard means applying the questionnaires. Using it strategically means taking those results and turning them into an action plan that improves engagement, reduces turnover, and builds a healthier environment.

This approach allows you to go far beyond compliance and start creating real impact.

From a questionnaire to a business case

One of the biggest challenges for HR is justifying the budget for well-being. This is where the data from NOM-035 becomes your best ally. When you present management with the fact that "the operations area has a 45% higher risk of burnout than the rest of the company," your request changes completely.

You are no longer asking based on a hunch. You present clear evidence that demonstrates an urgent operational need. The results of the standard are the perfect argument to demonstrate the ROI of investing in the mental health of your people.

If you want to delve deeper into this regulation, we recommend exploring our complete guide on what NOM-035 is and how to apply it effectively.

Implementing evidence-based actions

Once you have the diagnosis, the actions can be incredibly varied and tailored to what you detected. The analysis will allow you to create a program that feels like a tailored suit.

For example:

1. If you detect workload overload: You could propose digital disconnection policies, review task distribution, or train leaders in priority management.

2. If the problem is lack of recognition: You can launch a peer recognition program, enhance communication of achievements, or train managers to learn how to provide positive feedback.

3. If stress levels are high: Initiatives like active breaks, stress management workshops, or tangible services like chair massages in the office can provide immediate and highly valued relief.

In our experience, companies that use NOM-035 as a strategic tool achieve profound cultural changes. They stop putting out fires and begin to build a solid foundation of well-being.

Practical strategies for building a healthy work environment (that actually work in Mexico)

Knowing that mental health is key is the first step. True transformation starts with action. As an HR leader, your challenge is to implement initiatives that resonate in the day-to-day life of your teams.

The good news is that not everything requires multimillion-dollar budgets. It’s about building a support network that combines actions at the organizational, group, and individual levels.

The foundations: actions at the organizational level

This is where the rules of the game are defined. These are the policies that send a clear message from management: "Your well-being matters to us".

• Policies of flexibility that work: This goes beyond home office. It involves promoting digital disconnection (no more messages at 10 p.m.!), allowing space for personal matters, and focusing on results, not hours in a chair.

• Transparent and constant communication: Uncertainty is the main fuel for anxiety. Keeping everyone informed about changes and company objectives builds trust.

• Realistic workloads: Use the diagnostics from NOM-035 to detect bottlenecks. Sitting down with leaders to redistribute tasks or adjust deadlines is one of the most effective moves to prevent burnout.

And let’s not forget the foundation of personal well-being: rest. There is the surprising link between sleep and mental health. An employee who doesn’t sleep well will hardly be productive.

The key role of the leader: actions at the group level

Managers have a direct impact on the climate and mental health of their teams. Here, training is everything. It’s not about turning them into therapists but giving them tools to be more human leaders.

In our experience working with HR areas in Mexico, we have seen that a trained leader in emotional management can reduce their team’s turnover by up to 20%. The key is teaching them to listen, detect warning signs, and create psychological safety.

Some initiatives that work include:

• Training in empathetic leadership: Training on how to give constructive feedback and manage difficult conversations without generating anxiety.

• Encouraging recognition: Implementing peer recognition programs or dedicating minutes in team meetings to celebrate achievements.

• Strengthening cohesion: Promoting activities that build trust ties. A united team functions as an internal support network.

The power of the individual: tools for the person

Finally, it is crucial to give employees resources to take care of themselves. This is where wellness programs and access to professional support come into play.

A study by OCC revealed that 57% of Mexican workers have suffered stress or anxiety due to burnout in 2023. Of them, 34% report feeling such fatigue that it leads them to resign.

This is where tangible, high-impact benefits fit in:

• Emotional support programs: Offering access to psychological therapy (virtual or in-person) through strategic partnerships.

• Workshops and educational resources: Providing webinars or guides on stress management, emotional intelligence, or mindfulness.

• Physical wellness initiatives: Implementing active breaks or solutions that offer immediate and highly valued relief, such as chair massages. These types of benefits are easy for HR to organize and are seen as highly valuable.

Combining these three layers creates a robust wellness ecosystem. It’s not just about a single initiative but a coordinated effort that transforms mental health at work in Mexico from a problem to a competitive advantage.

Choosing the right initiatives depends on the size of your company and your budget. Here is an action plan to start visualizing it.

The important thing is to start. Even a small initiative, if consistent, can be the first step to building a culture where well-being is a reality.

How to measure the ROI of your wellness program (and justify the budget)

For any HR professional, the phrase "demonstrate the return on investment" is daily bread. It’s not enough to say that an initiative makes people "feel good"; solid data that connects with business objectives is needed.

The good news is that measuring the ROI of a mental health program at work in Mexico is totally possible. The key is to focus on the right metrics and translate the subjective into a quantifiable language.

From vanity metrics to business KPIs

The first step is to leave superficial metrics behind. A "like" on the internal post about the wellness event doesn’t pay the bills. To convince management, you need to speak their language: costs, savings, and productivity.

Focus on these three KPIs that really move the needle:

• Reduction in voluntary turnover: Calculate how much it costs to replace an employee. If after implementing your program the turnover decreases, the savings are direct and tangible.

• Decrease in absenteeism: Track the days of absence due to illness or stress before and after your initiatives. Every day an employee does not miss work is a day of productivity regained.

• Increase in engagement scores: Use your climate surveys to measure the improvement in commitment. A more engaged team is, on average, 21% more profitable.

A simple formula to calculate ROI

You don’t need to be a financial expert. A basic formula will help you structure your results clearly:

ROI (%) = [ (Financial Benefit - Investment Cost) / Investment Cost ] x 100

Where:

• Financial Benefit: This is the sum of the savings you generated (e.g., savings in turnover costs + savings from reduced absenteeism).

• Investment Cost: This is the total you spent on the program (e.g., cost of workshops + investment in corporate massages).

Presenting this calculation transforms your wellness program from being perceived as an "expense" to an intelligent investment that yields measurable returns.

How to present your results to truly convince

The way you communicate your achievements is as important as the achievements themselves. Build a narrative that connects the dots between the investment in well-being and the financial health of the business.

For example: "We invested $X in a chair massage and workshop program. As a result, voluntary turnover in the IT area decreased by 15%, saving us an estimated $Y in recruitment costs. The ROI of this pilot initiative was 120% in just six months".

In our experience, data on direct satisfaction also serve as a powerful complement. At Zen to Go, for example, we measure the impact of our programs and have found that 99% of employees feel that the company values their well-being after participating. This type of qualitative data puts a face on your results and demonstrates the impact on emotional compensation.

If you’re interested in seeing how these strategies apply in high-pressure sectors, you can read about corporate well-being in the Fintech sector, where ROI is crucial.

Ultimately, measuring ROI is not just to justify the budget. It’s to demonstrate the strategic value of HR in building a more resilient, productive company.

Frequently Asked Questions by HR about Mental Health (and direct answers)

As your allies, we know that managing mental health at work in Mexico raises very specific questions. Here are the questions we hear most from HR teams, answered in a practical way.

How do I convince management to invest if the budget is already tight?

Change the frame of the conversation. Don’t talk about the "cost of well-being", but about the "cost of doing nothing". Use your own data: calculate how much voluntary turnover cost the company last quarter. Propose a low-cost but high-impact pilot, such as a chair massage day. Measure satisfaction and present the results. This way, you don’t ask, you demonstrate: you present a controlled investment to reduce much larger costs.

Am I covered just by complying with NOM-035?

No, NOM-035 is the map, not the destination. It’s a fantastic diagnostic tool that tells you where the red flags are. Compliance with the standard is just the first step. Real improvement comes from the actions you take based on that diagnosis: training leaders, balancing workloads, and implementing wellness programs.

What wellness benefits do employees in Mexico value most today?

Today, employees value real flexibility, genuine recognition, and tangible benefits that improve their day-to-day life. More than legal benefits, they seek an emotional salary that feels authentic.

In our experience, initiatives that break the routine and demonstrate real care have a disproportionate impact. Activities like active breaks or corporate massages in the office are highly appreciated because they provide immediate relief from stress and send a clear message: "we care about you as a person, not just as an employee".

At Zen to Go, we understand that your role is to balance your people’s well-being with business objectives. That’s why we offer flexible, high-impact corporate wellness solutions designed to ease your management and demonstrate real care for your teams. Learn how we can be your ally in building a healthier work culture.