Mental Health in Mexico: A Workplace Priority

According to the World Health Organization, 12 billion workdays are lost every year due to depression and anxiety, which equals a global cost of US$1 trillion in lost productivity. These figures show that employees’ emotional well-being has a direct and significant impact on companies’ economic results.

Timely detection of possible psycho-emotional disorders is key to preventing escalations of absenteeism or presenteeism. Studies by the American Psychiatric Association reveal that untreated employees with depression may reduce their performance by up to 35% and accumulate, on average, additional sick leave days. Indicators such as sudden increases in absences, frequent mistakes, low engagement, and abrupt mood changes should trigger evaluation protocols and active listening.

To proactively manage mental health, companies can implement training programs and digital support platforms. Digital health strategies have been shown to reduce absenteeism by 27% and boost productivity by providing self-care resources and referrals to professionals. In addition, the WHO recommends creating workplaces that promote inclusion, balanced workloads, and training for middle management in detecting psychosocial risks.

Investing in mental health not only improves organizational climate but is also financially profitable. Data from IFEEL indicate that mental health problems generate costs of €1,000 to €3,000 per employee per year due to presenteeism and turnover, while specialized programs mitigate these losses with a direct return on investment through reduced sick leave and improved talent retention. Thus, taking care of employees’ mental health is no longer an expense but a strategy for sustainable growth.

Key Findings on Mental Health in Mexico

1. Prevalence of Mental Disorders

In 2019, an estimated 15.7 million people in Mexico had a mental disorder (95% CI: 14.6–16.7 million), a figure that increased to 18.1 million in 2021.

It is estimated that 3 out of 10 people experience a mental disorder in their lifetime, and 2 out of 3 of them do not receive treatment (CIEP).

2. Gap in Care and Budget

Only between 1.3% and 1.6% of the total health sector budget is allocated to mental health, well below the ≥5% recommended by the WHO for middle-income countries (CIEP).

In 2024, approximately MX$3.8 trillion (US$208 billion) was approved, of which 62% was allocated to the National Mental Health and Addictions Commission (CONASAMA) (CIEP).

3. Lack of Professionals

In 2020, there were only 0.2 psychiatrists and 3 psychologists per 100,000 inhabitants in Mexico, one of the lowest ratios in Latin America.

4. Impact of Gender, Age, and Inequality

Women and young people have been particularly affected. During the pandemic, they showed higher levels of anxiety, depression, sleep disturbances, and difficulties with work activity.

There is a high prevalence of mental disorders among those under 18 (up to 15%) and older adults, with a particular impact in rural areas where access to services is limited (PAHO).

Gender inequalities have also been documented: girls and women face emotional burdens stemming from violence, social disparities, and lack of support (PAHO).

5. Health and Social Consequences

People with major depression or schizophrenia have a 40% to 60% higher likelihood of premature death compared to the general population.

The burden of mental disorders also entails costs in the workplace and economy, beyond medical aspects.

Good Practices to Improve Mental Health in the Workplace

Mental health training: workshops for leaders and employees on how to identify signs of stress, anxiety, or burnout.

Awareness campaigns: talks or internal resources that normalize conversations about the topic and reduce stigma.

Clear protocols: defining steps of action in case of an emotional crisis.

Emotional climate check-ins: during team meetings (brief “how are we feeling today” moments).

Active listening channels: anonymous suggestion boxes or safe spaces with HR to share concerns without fear of retaliation.

Training in difficult conversations for managers, avoiding microaggressions or toxic leadership styles.

Flexible or hybrid schedules to reduce stress and improve work-life balance.

Active breaks during the workday (walks, mindful breathing).

Digital disconnection: clear limits on sending emails or messages outside of working hours.

Employee Assistance Programs (EAPs): psychologists, coaches, or confidential support hotlines.

Digital well-being platforms that include mindfulness, meditation, or resilience exercises.

Recognition and constructive feedback, reinforcing psychological safety.

Leading by example: managers who respect working hours, practice self-care, and promote healthy habits.