Caring for Mental Health at Work: A Priority for a Sustainable Business Future

From structural prevention to specific initiatives, protecting mental health is key to building resilient organizations.

The transformation of the workplace has brought mental health to the center of the corporate conversation. According to the World Health Organization (WHO), conditions such as depression and anxiety result in the loss of more than 12 billion workdays each year, with an estimated cost of one trillion dollars in productivity. It’s no longer enough to respond once problems appear. Organizations have a responsibility to prevent, protect, and promote healthy environments from the start.

Unlike many physical health conditions, which often affect only the individual or their close circle, emotional or mental health challenges can lead to behavior changes that directly impact the entire workplace. This impact is especially visible in professional environments where daily interaction and teamwork can amplify emotional distress if it’s not properly addressed.

Just as many people work while managing physical conditions such as hypertension or diabetes, others do so while dealing with emotional or mental health challenges. This reality should be integrated naturally and empathetically into company culture.

The WHO estimates that about 15% of the working-age population faces some type of mental health challenge, an indicator of the magnitude of the issue. In this context, organizations must be proactive, developing structural policies that anticipate the possibility of an employee having or developing a mental health condition, and putting systems in place to address it before toxic situations emerge, instead of reacting once they have already had an impact on the employees.

Incorporating mental health into business strategy isn’t just part of a diversity or wellness policy: it’s a key driver for reducing absenteeism, improving retention, encouraging innovation, and actively contributing to the Sustainable Development Goals, particularly SDG 3.4, which promotes mental health and well-being as foundations for sustainable development.

At MAPFRE, we’ve developed a Healthy Company Model that covers everything from workspace design to work-life balance. It integrates healthy habits, emotional well-being, physical activity, nutrition, and supportive work and personal environments.

From this perspective, we actively promote diversity and inclusion, with special attention to employees facing mental health challenges. Our strategy combines intervention protocols, preventive measures, and cutting-edge technology to ensure an emotionally safe, accessible, and human workplace.

One of our most impactful initiatives is ¡Poténciate! (“Empower Yourself!”), led by MAPFRE’s mental health professionals. The program addresses well-being over three dimensions: prevention, evaluation, and support.

Its main goals are to:

• Highlight and give visibility to MAPFRE’s efforts in mental health.
• Provide employees with quality tools to strengthen resilience, manage stress, and enhance their overall well-being on their own.

¡Poténciate! includes regular in-person and virtual events featuring psychologists, psychiatrists, and neuroscientists. It also offers interactive workshops, digital resources, and access to an in-house team of clinical psychologists available to all employees, eliminating geographic barriers and ensuring immediate, confidential support.

We leverage artificial intelligence through preventive chatbots that can identify risk patterns and activate early support resources. This technology complements human interaction and expands our ability to respond early, reinforcing emotional safety and engagement among our teams and clients.

In addition, internal apps, health portals, and digital tools offer personalized access to content, consultations, and support—while ensuring digital disconnection and work-life balance are respected.

We regularly measure employees’ emotional well-being through internal surveys, active listening systems, and trend analysis. These indicators help us adjust strategies with agility, ensuring that emotional well-being carries the same weight as safety, productivity, and efficiency.

The results speak for themselves: more than 90% of MAPFRE employees are covered by specific health and wellness programs, as reported in our 2024 Consolidated Annual Report. Employee satisfaction with these initiatives remains very high, and 2025 is following the same positive trend.

We know real change starts with people. That’s why we promote emotional leadership programs to strengthen skills like active listening, conflict management, and empathy. This approach enables early detection of distress, activation of appropriate resources, and the development of a culture of care that’s both comprehensive and sustainable.

Investing in mental health isn’t a cost, it’s an investment. A psychologically healthy workplace promotes inclusion, creativity, and engagement. It strengthens employees’ sense of belonging and meets a clear expectation from new generations: to work in organizations that are human, authentic, and purpose-driven.

MAPFRE’s approach includes both crisis response protocols and preventive measures such as redesigned schedules to support digital disconnection, anti-harassment policies, emotional management workshops, and active breaks that promote physical and mental recovery during the workday.

The benefits of this approach are reflected in both performance and internal cohesion. Emotionally healthy workplaces increase motivation, reduce absenteeism, and foster creativity, while also promoting inclusion and reinforcing a sense of belonging. These are key factors for younger generations seeking workplaces aligned with their values and focused on people. When employees feel valued, heard, and supported, a virtuous cycle is created: the atmosphere improves, collaboration grows, and trust deepens, clearly boosting overall results.

A solid commitment to mental health also strengthens external reputation. Investors, consumers, and other stakeholders increasingly view workplace well-being as a core indicator of corporate sustainability. Incorporating this focus into our policies reinforces MAPFRE’s position as a responsible, inclusive company aligned with ESG principles and a people-centered vision for the future.

We know, however, that implementing protocols alone isn’t enough. To create real, lasting change, we focus on developing empathetic and well-prepared leaders. We promote emotional leadership programs that strengthen key skills such as active listening, conflict management, and understanding the emotional value of diversity. This approach makes it possible to identify early signs of distress within teams, activate the right support resources, and build a culture of care that reaches across every part of the organization.

In addition, integrating emotional well-being into our policies enhances our external reputation, aligns us with ESG standards, and reinforces our position as a responsible, diverse, and inclusive company.

Investing in emotional well-being is a business, ethical, and human decision. At MAPFRE, we firmly believe that protecting people is the best way to protect the future. That’s why we continue moving forward with purpose, building stronger, more innovative, and more sustainable organizations, where people are always at the center.

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