Introduction
The growing concern over workplace stress has led companies to adopt well-being initiatives, but most remain isolated efforts. According to the Mercer Marsh Benefits (MMB) 2025 Benefits Study, 80% of Mexican companies acknowledge that work-related stress is the primary threat to performance and well-being.
Expert Insight
Gabriela Ruíz, Director of Employee Benefits at MMB Mexico, states: “There are various risks affecting employees, indicating that beyond traditional medical benefits, emotional and psychosocial factors now pose risks to organizations.”
Identified Risks
Apart from stress, companies have identified other personal risks impacting productivity and employee well-being, including work-life imbalance, physical health issues, mental disorders, interpersonal conflicts, and job insecurity.
Company Response
This concern has resulted in a greater emphasis on health and well-being programs. 73% of companies report having such benefits, with 57% offering psychological support and 52% providing flexible work hours.
However, Ruíz warns that “most initiatives remain isolated,” despite the 82% of companies now having wellness programs, up from 44% the previous year. She emphasizes that effective well-being strategies extend beyond superficial actions like yoga classes or webinars.
Why Address Personal Risks?
Companies recognize that improving personal risk management positively impacts organizational culture and employee performance.
- Job Satisfaction: 45% of consulted companies report that addressing personal risks enhances job satisfaction.
- Productivity: 23% of companies note a positive effect on productivity.
Human Resources leaders are increasingly taking on crucial roles in this context. 41% of talent management executives conduct workplace climate assessments, 39% implement well-being policies, and 11% provide emotional support to address employee risks.
Despite progress, Ruíz stresses that “there’s still much to be done,” as current efforts fall short of desired outcomes.
