However, these business costs are not explained solely by absenteeism. There is also a silent phenomenon that erodes productivity: presenteeism, when a person comes to work but performs below their full capacity. This problem often costs two to three times more than absences and yet remains unnoticed by traditional measurement systems.

Despite this worrying scenario, there is still room for optimism, as evidence shows that proactively investing in mental health within organisations is the most cost-effective option. Specifically, the data indicates that for every €1 invested, up to €4 can be obtained in return, thanks to reduced absenteeism, sustained performance improvement and greater talent retention.

But where to start? At ifeel, we have released our latest mental health report: ‘The Silent Profit Drain: Data-Driven Research on Mental Health and Workplace Costs’, which offers up-to-date data, specific cases, and a practical roadmap for implementing effective solutions. Download it now for free and discover how to transform this challenge into a measurable competitive advantage for your organisation.

Why is mental health care critical in European organisations?

Today, younger generations are more aware of the risks of not taking care of their mental health, and therefore demand comprehensive, accessible and stigma-free support from their employers. In this sense, ignoring this reality results in increased turnover and lower levels of work engagement, which directly impact companies’ financial results.

At the same time, a critical gap persists in Europe: nearly half of people with serious mental health disorders remain untreated, despite continuing to attend their jobs. This gap in care becomes a hidden cost through lost productivity and days of absence from work.

Of course, some sectors are more prone to these absences, such as high-pressure, high-expectation, and high-risk work environments, such as finance, healthcare, and technology, where stress and long hours exacerbate the deterioration of psychological well-being and amplify the impact of presenteeism and sick leave.

Therefore, integrating mental health at work into the employee value proposition is key to closing the access gap and prioritising the most exposed groups. This is not just a well-being measure: it is a business strategy to protect productivity, reduce turnover and maintain the competitive advantage of companies in Europe.

How to choose the perfect partner

Now that we understand the magnitude of the problem, the next step is to choose a partner capable of solving it and adapting to the specific needs of each company. This decision becomes particularly complex in global organisations with distributed workforces, where a solution is required that covers languages, cultural contexts and local particularities without compromising consistency or quality.

These demands raise the bar: not just any provider can turn a cost centre into a real lever for growth. In fact, many traditional employee assistance programmes (EAPs) barely exceed 5% usage, operate reactively and are often late to address problems, making them insufficient for the modern needs of companies.

This is where ifeel makes a difference, thanks to its unique features:

In addition, employees at higher risk remain committed to therapy for longer, which reduces turnover and associated costs and preserves critical business knowledge. In other words, ifeel not only addresses discomfort: it anticipates it, measures it and converts it into recovered productivity and talent stability.

To achieve this, it combines three key elements:

• clear ROI evidence and metrics, through dashboards with a direct impact on the business;
• real scalability for distributed teams;
• and clinical rigour, thanks to its predictive triage and validated methodologies.

All of this is underpinned by enterprise-grade privacy and a robust compliance framework (GDPR, SOC 2 Type II and ISO 27001) that guarantees the security and confidentiality of your teams on a global scale.

Mental health at work, one of the biggest challenges of our times

Mental health at work is not an ‘extra’, but a tangible driver of productivity, retention, and competitive advantage. Choosing a strategic ally, such as ifeel, allows you to move from reaction to measurable impact, with clinical rigour, scalability and security.

To delve deeper into figures, methodology, and real cases, including the cost of ‘silence’ in European enterprises, download our latest mental health report for free: ‘The Silent Profit Drain:Data-Driven Research on Mental Health and Workplace Costs’. You will find a practical roadmap for measuring beyond sick leave, implementing early interventions and presenting metrics that matter to the executive committee.

Start transforming well-being into a measurable competitive advantage today.

These factors not only affect employee mental health, but also have a direct impact on companies’ financial results. Absenteeism, staff turnover, and decreased productivity are just some of the problems that arise when mental health is not prioritised in this sector.

In this article, we will explore why caring for mental health in the retail sector is not only an ethical issue, but a strategic necessity to avoid significant economic losses. In addition, we will show you how ifeel, with its data-driven approach and personalised solutions, can be the key to transforming your organisation.

The cost of ignoring mental health in the retail sector

The retail sector is an industry that relies heavily on its human capital. Employees in this sector are the face of brands, and therefore, their emotional and mental well-being directly influences the customer experience and operational efficiency. However, the challenges inherent in the sector have led to alarming figures:

• 75% of employees believe that their workplace contributes to mental health problems.
• 52% have considered quitting because of these problems.
• In 2024, 23% of employees reported absences related to mental health.

And, of course, these problems not only affect employees, but also generate significant costs for companies due to:

1. Absenteeism: Sick leave due to mental health problems disrupts daily activities, forcing companies to cover shifts with additional staff or to operate with fewer resources.
2. Turnover: Stress and anxiety lead to high turnover, which implies recruitment and training costs and a loss of institutional knowledge.
3. Decreased productivity: Employees who work under constant stress are less productive, which directly affects revenue and service quality.

In an industry where profit margins are tight, these costs can mean the difference between success and failure. Add to this the unique challenges of each company, and the picture can become even more complex and difficult to manage.

The fact is that every organisation in the retail sector faces unique challenges that require customised solutions. Factors such as team dynamics, seasonal peaks in demand or critical incidents require a proactive approach tailored to their specific needs.

However, traditional solutions, such as Employee Assistance Programmes (EAPs), have proven to be insufficient. With low adoption rates and a reactive approach, they fail to prevent or comprehensively address mental health issues. Discover all the details in our comparative study between ifeel and EAPs. Download it now and explore how ifeel can transform mental health in your organisation.

Therefore, investing in advanced tools that integrate technology, data analysis and personalised care is essential to ensure operational and financial sustainability in such a competitive market.

ifeel: The imperative solution for the retail sector

In this context, ifeel positions itself as an innovative and effective solution to address mental health challenges in the retail sector. Through a data-driven approach, artificial intelligence, and personalised care, ifeel helps companies improve the well-being of their employees while optimising their financial results.

What does ifeel offer?

1. Real-time risk assessment:
   ifeel uses advanced analytics tools to identify levels of mental health risk among employees. This enables companies to anticipate problems before they escalate into crises.
   

2. Personalised plans for each employee:
Through a clinical triage system, employees are classified into risk levels (high, medium and low) and receive interventions tailored to their needs:

• Low risk: Psychoeducational content and workshops tailored to the issues faced by companies.
• Medium risk: Text or video therapy to acquire coping tools.
• High risk: Video therapy with specialised clinical psychologists to offer personalised sessions.

3. Insights for informed decision-making:

ifeel provides companies with a dynamic dashboard with real-time data on the mental health of their workforce. This includes seasonal stress patterns, critical areas within the organisation, and the financial impact of interventions.

4. Measurable results:

Companies that implement ifeel have reported tangible results that directly impact their operational and financial sustainability:

• Reduction in absenteeism.
• Improved productivity.
• Significant ROI in a short period of time.

These results are measured using advanced analysis tools that allow key indicators to be evaluated, such as the reduction in sick leave, the improvement in employee risk levels and the financial impact generated by interventions.

Why is ifeel the right fit for the retail sector?

The retail sector, with its fast-paced nature and high reliance on human capital, requires solutions that are scalable, efficient, and effective in addressing the unique challenges faced by its employees. ifeel is perfectly suited to these needs, providing tools specifically designed to manage the mental health of large workforces efficiently, without compromising on service quality or the personalisation of interventions.

Success story: Organisational transformation in the retail sector

A leading European retail company was facing significant challenges: high levels of absenteeism, turnover and work-related stress, exacerbated by critical incidents such as frequent thefts. Aware that these problems were affecting both the well-being of its employees and its financial results, the company decided to implement the ifeel solution.

Key results

• 20% reduction in costs related to mental health.
• Average savings of €4,098 per employee at risk.
• 4x ROI in just six months.
• 33% of employees reduced their risk level, improving their well-being and productivity.

In addition, the company managed to transform its organisational culture, normalising conversations about mental health and empowering its managers with tools to support their teams.

This case study demonstrates that investing in mental health is not only an ethical decision, but also a key strategy for reducing costs and improving performance in the retail sector.

Download the full case study and discover how ifeel can help you transform your organisation.

Mental health at work: one of the biggest challenges of our time

The retail sector cannot afford to ignore its employees’ mental health. The costs associated with absenteeism, turnover and low productivity are too high, and traditional solutions are no longer sufficient.

ifeel offers an innovative alternative, based on data and measurable results, which not only improves employee well-being but also generates tangible benefits for businesses.

If your organisation faces similar challenges, don’t wait any longer. Download our case study and discover how ifeel can be the strategic partner you need to transform your business.

In this context, caring for the mental health of employees is not just a matter of well-being, but has become a key strategy for ensuring business sustainability and success.

That is why more and more companies are investing in mental health solutions that not only improve the quality of life of employees, but also generate tangible benefits for the business.

In this article, we will examine how mental health solutions, such as those provided by ifeel, are revolutionising the way companies in the hospitality sector address these challenges. Additionally, we invite you to download our latest success story, which details a successful case study of implementing these solutions in a leading hotel company.

The hidden challenge in the hospitality sector

The hospitality sector employs millions of people worldwide and makes a significant contribution to the GDP of many countries. However, behind its glamour, this sector faces significant challenges:

• High levels of stress and burnout: Long working hours and the pressure to deliver impeccable service can significantly impact the mental well-being of employees.
• Staff turnover: A lack of job stability generates high costs due to constant employee turnover.
• Talent shortage: Replacing trained staff is becoming increasingly difficult, impacting service quality and operating costs.

The solution: Mental health as a business strategy

In a sector as demanding as hospitality, having a comprehensive mental health solution can make all the difference in addressing the industry’s most common challenges. Implementing mental health solutions in this sector can help create a work environment that promotes both emotional health and business performance.

In addition, these programmes enable companies to respond to current employee expectations, especially in a post-pandemic context, where mental health and well-being have taken on a priority role. Taking a proactive approach in this area not only positions a company as an attractive employer within the sector, but also drives a cultural transformation that facilitates its adaptation to an ever-changing business environment.

On the other hand, investing in employee well-being can generate significant savings by reducing costs associated with occupational illnesses, accidents or legal disputes. Companies that prioritise the mental and physical health of their teams not only minimise legal risks, but also promote a culture of care and prevention that helps avoid incidents before they occur.

Why choose ifeel?

Until recently, traditional Employee Assistance Programmes (EAPs) were the primary resource for many organisations attempting to solve this problem. However, recent studies have begun to highlight their limitations.

The reality is that EAPs, although well-intentioned, often fail to meet the high demand from companies, offering a generic approach with limited resources and a low rate of employee use. In addition, these programmes often lack personalisation, continuous monitoring and data-driven tools to measure their real impact on team well-being and business results.

In contrast, solutions such as ifeel are emerging that manage to meet these business needs. ifeel offers an innovative approach, specifically designed to address modern mental health challenges in the workplace. With a personalised, scalable, and data-driven model, ifeel provides companies with advanced tools that not only improve the mental well-being of employees but also generate a measurable impact on productivity, talent retention, and the reduction of costs associated with mental health issues.

Some of the key elements that differentiate ifeel include:

Success story: Transforming mental health in the hospitality sector

A renowned hotel company with more than 34,000 employees chose to partner with ifeel to implement a comprehensive mental health solution. This programme was specifically designed to address the unique challenges of the sector and generate measurable results in both clinical and financial terms.

The implementation of ifeel in this organisation was carried out through a comprehensive approach that addressed the needs of both operational and corporate employees in a personalised manner, ensuring complete and effective coverage at all levels.

Key results

Clinical impact:

• 638 employees at medium or high risk were identified and supported.
• 37% reduction in clinical risk levels.

Financial impact:

• 22% reduction in mental health-related costs.
• Return on investment (ROI) of 4.4x.

Active participation:

• 49% of employees completed the clinical onboarding process.
• More than 1,500 self-care resources were used, including podcasts, meditations, and psychoeducational articles.

Methodology implemented

• Awareness campaigns: Normalisation of conversations about mental health.
• Personalised therapy: Access to therapists in less than 24 hours.
• Leadership training: Training in empathy and stress management.

Sustainable and positive change

Thanks to ifeel, this hotel company not only managed to address immediate challenges, but also established a solid foundation for long-term success. Today, its employees are healthier, more engaged and better equipped to thrive in such a competitive industry.

Discover how to transform your organisation

Want to learn more about how ifeel can help you implement an effective mental health strategy in your company? Download our exclusive case study and discover all the details of this success story in the hospitality sector

Don’t wait any longer to transform your organisation and position yourself as a leader in employee care. Get started today!

Faced with this reality, companies encounter a crucial challenge: ensuring mental well-being solutions are truly accessible to everyone, regardless of their role, location, or potential technological limitations.

At ifeel, we recognise that not all workers are in the same circumstances or have the same opportunities to access wellbeing resources. That’s why we created our “Right on Site” strategy, designed to break down these barriers and adapt to the diversity and complexity of every team.

Our commitment is clear: to bring mental well-being to every corner of the organisation, ensuring that all employees, regardless of their role or context, can benefit from equitable and effective access.

What does the strategy for frontline workers involve?

When we talk about a company’s workers, we’re not referring only to office staff. Think of factory employees who make product creation possible, or those in restaurants who ensure meals reach tables with impeccable service. Each of them is a key part of the organisation’s operation.

However, these workers often lack direct access to the technology that would allow them to use well-being resources quickly and easily. But this does not mean they should be excluded from the care their company owes them. At ifeel, we make sure that doesn’t happen, offering accessible solutions tailored to their specific needs.

In this sense, ifeel has designed a strategy specifically intended to cover all employee profiles within an organisation, from those in corporate offices to those working on the frontline of customer service or in operations. This includes:

• Customer-facing staff and operators, who often face time constraints and limited access to technological tools.
• Colleagues without corporate email, who need practical alternatives to connect.
• Employees of all generations, with varying levels of familiarity with technology.

Our aim is to remove the barriers that hinder access to mental well-being, ensuring that all colleagues can benefit from our solutions, regardless of their role or location.

Three key phases for success

To guarantee access for every employee, the strategy for frontline workers is built around three key phases, designed to maximise accessibility and engagement:

Pre-Launch: Preparation and personalisation

• Briefing sessions for managers, leaders, and unions, tailored to the specific needs of each group.
• Close, relevant communications designed to connect with employees’ reality.
• Prior testing with selected ambassadors, who build trust and anticipation among their peers.

Launch: Activation on site

• Events and interactive stands strategically located within facilities, designed to capture employees’ attention.
• Practical, dynamic workshops in high-traffic areas that encourage active participation.
• Useful, accessible merchandise that reinforces the well-being message.
• Simplified access via QR codes, SMS with encrypted links, or platforms that don’t require corporate email.

Post-Launch: Ongoing engagement

• Reactivation campaigns on key dates to maintain interest.
• Incentive programmes that promote continuous use of the platform.
• Support communities and interactive sessions that reinforce a culture of well-being within the organisation.

A personalised approach for all employees

Different types of employees face different kinds of problems. In particular, customer-facing staff, operators, and frontline workers face a series of unique challenges that can affect their mental and emotional well-being.

These issues, often invisible to organisations, require specific solutions to ensure resources are accessible and effective for all employees. Among them:

Main challenges faced by frontline workers

High levels of stress and constant pressure

• Customer-facing workers are often exposed to difficult interactions with clients or users, which can generate anxiety, frustration, and emotional exhaustion.
• Operators and staff in operational roles must meet tight deadlines, work in physically demanding environments, and manage intense workloads, which can lead to chronic stress.

Lack of access to well-being resources

• These employees often lack access to digital tools in the workplace, either due to the absence of technological devices or because they do not have corporate emails.
• Irregular schedules or rotating shifts make it difficult to participate in traditional well-being initiatives, such as in-person workshops or appointments at specific times.

Feeling invisible within the organisation

• Frontline workers often feel their needs are not prioritised compared to other roles within the company, which can lead to emotional disconnection and lack of motivation.

Difficulty expressing mental health concerns

• In many cases, there is stigma associated with talking about mental health, especially in operational or customer-facing roles where employees are expected to maintain a positive, professional attitude at all times.

Generational gap and digitalisation challenges

• Generational differences among employees can affect how they perceive and access well-being resources. While younger employees tend to feel comfortable with digital tools, older generations may face difficulties using them.
• Similarly, lack of technological training or resistance to digital change can limit access to well-being platforms, creating an additional barrier for these workers to benefit from available services.

How does ifeel address these problems?

With our strategy for frontline workers, ifeel removes traditional barriers and offers solutions designed specifically for these employee profiles:

Access without technological barriers

• At ifeel, we know not all employees have access to traditional digital tools. That’s why we’ve designed solutions that guarantee accessibility for everyone:
• Workers can connect to the ifeel platform without needing a corporate email, using QR codes or links sent by SMS directly to their personal mobile phones.
• Mobile device compatibility: Our solution is optimised for use anywhere, from a mobile phone to a shared terminal in the workplace.
• This ensures that any employee, regardless of location or device access, can benefit from well-being resources.

Flexible hours and 24/7 availability

• Our solution is available at any time, allowing employees to access emotional support or psychoeducational content outside working hours, adapting to their shifts and responsibilities.
  

Immediate, personalised support

• Thanks to our clinical triage model, employees can be connected with a therapist in under 24 hours, and in some cases, in under 20 minutes. This is especially useful for those facing emotional crises or high-pressure situations in their day-to-day work.

Workplace workshops and activations

• We organise events and stands in strategic locations within company facilities, such as canteens, break areas, or high-traffic points, to ensure all employees can learn about and access available resources.
• Interactive workshops are designed to address relevant topics, such as stress management, effective communication, and emotional regulation, in a practical and accessible format.

Anonymity and confidentiality

• ifeel provides a safe, anonymous space where employees can express their concerns without fear of judgement or stigma, fostering a culture of openness and care.

Real-time support, just when you need it: An example of ifeel’s impact

Imagine a hotel manager who spends their entire working day serving the public. After a demanding day of difficult interactions, they feel anxious but don’t have the time or tools to seek help.

With ifeel, this worker can scan a QR code in their break area, register in minutes, and access self-care resources or even start a real-time conversation with a therapist. This kind of immediate access not only improves their well-being, but also reduces the risk of burnout and subsequent absences from work.

Transforming organisational culture with the frontline strategy

The strategy for frontline workers not only aims to provide a service, but also to transform organisational culture. Through workshops, psychoeducational content, and a personalised approach, we help companies normalise conversations about mental health and build healthier, more empathetic workplaces.

With ifeel, mental well-being stops being an exclusive benefit and becomes a strategic tool that impacts all levels of the organisation, from the operator on the production line to the executive in the head office.

Real impact on the organisation

Thanks to the strategy for frontline workers, ifeel achieves measurable results that benefit both employees and the company:

Here’s the table translated to UK English:

Mental health at work: one of the biggest challenges organisations face today

At ifeel, we believe mental well-being should be inclusive, accessible, and transformative. That’s why our “Right on Site” strategy not only facilitates access to mental health resources, but also empowers frontline workers by demonstrating that their needs are a priority for the organisation.

By addressing their specific challenges with practical, accessible solutions, ifeel not only improves their well-being, but also contributes to a more inclusive, resilient, and productive work culture.

With ifeel, every employee, no matter their role, location, or access to technology, can receive the support they need to thrive, both in and out of work.

This random implementation is not only costly, it is counterproductive. Without rigorous clinical triage, structured protocols, and impact metrics, these superficial interventions create a dangerous illusion of protection while exacerbating the problems they seek to solve: they increase absenteeism, perpetuate patterns of stress, and compromise confidentiality, eroding employees’ trust in the organisation’s care strategies. 

Not to mention that they divert valuable resources to low-impact initiatives and delay care for the cases that need it most, increasing human risk and, of course, financial cost.

In enterprise organisations, improvising in mental health is even more dangerous: a misdiagnosis or inappropriate intervention can trigger long-term sick leave and accelerate talent drain. 

The truly responsible and strategically profitable alternative lies in implementing evidence-based solutions that ensure both optimal care for your talent and maximisation of the return on every resource invested. This is the crucial distinction: while some organisations merely ‘go through the motions’ with superficial programmes, visionary companies genuinely protect their teams’ well-being, simultaneously strengthening their financial position and organisational culture.

The financial impact of not having evidence-based solutions

The real cost of poor mental health in the workplace manifests itself in three critical dimensions: prolonged absenteeism, unproductive presenteeism, and avoidable talent turnover. 

That is why improvising in this area generates three additional types of risk with a direct impact on business results. First, inaccurate triage can lead to the misallocation of resources and delay people receiving effective treatment. Second, the absence of clinical and financial metrics makes it impossible to make informed investment decisions. Finally, vulnerabilities in data management and confidentiality breaches can irreversibly erode organisational trust. 

That is why ifeel’s evidence-based solution is the best option. This methodology neutralises these risks through validated clinical protocols, advanced data analysis and healthcare-level security standards.

Translating scientific rigour into financial efficiency

Our evidence-based solution stratifies the population according to risk levels (low, medium, high) and assigns interventions tailored to each case: from preventive psychoeducation to text therapy or individual video call sessions, complemented by specialised protocols for critical cases. 

This personalised approach based on clinical profile significantly reduces treatment duration, optimises progress, and decreases absenteeism attributable to mental health, generating substantial savings for organisations. By precisely allocating therapeutic resources according to actual need, avoiding both ‘over-treatment’ and under-treatment, we optimise every euro invested and eliminate the waste inherent in generic programmes. 

This clinical efficiency translates directly into financial efficiency, resulting in lower spending on unnecessary interventions, reduced costs due to temporary disability, and a maximised return on investment in well-being.

Ethics and clinical integrity: indispensable in an evidence-based solution

In the field of corporate mental health, ethics is not an abstraction; it is embodied in rigorous protocols, qualified clinical supervision, and absolute transparency. ifeel implements this commitment through a comprehensive system that ranges from specific protocols for high-risk situations (workplace harassment, suicidal ideation, acute crises) to an intervention framework that prioritises clinical accuracy over speed.

Our ethical infrastructure is underpinned by regulatory compliance standards reinforced by GDPR and ISO 27001 certifications, ensuring that sensitive mental health data receives the protection it deserves, a non-negotiable requirement for building the trust necessary in corporate programmes.

ifeel’s scientific approach accurately identifies the ‘real risk’ in each organisation, allowing interventions to be prioritised where the dual impact, clinical and financial, is most significant, particularly in reducing absenteeism and turnover. 

This methodology enables estimated improvements of 15-25% in critical metrics in the medium term, with reporting systems that can be customised to each organisation’s specific financial model.

Unlike improvised solutions, our platform, adapted for large global organisations, implements clinical triage led by qualified therapists and optimised by responsible artificial intelligence. We use internationally standardised scales such as SOFAS for risk stratification and Ryff’s Psychological Well-being Scale for longitudinal follow-up, ensuring diagnostic consistency and reproducible and auditable therapeutic decisions.

This scientific basis not only represents an ethical commitment to people’s well-being, it is also the only financially responsible approach for organisations that recognise that improvising in mental health is not only risky from a human perspective, but also deeply costly from a business perspective.

Expected impact: concrete, measurable and financial results

Evidence-based solutions, such as ifeel, generate a transformative impact that manifests itself simultaneously in two critical dimensions for organisations: a sustainable cultural evolution that reconfigures the relationship with mental health, and tangible financial results that validate the investment from a strictly business perspective.

Sustainable cultural transformation

ifeel implements change through specialised workshops led by clinical psychologists in strategic areas (mindfulness, emotional management, effective communication). This approach normalises conversations about mental health, reduces stigma and establishes preventive mechanisms that intercept problems before they escalate, creating environments where psychological well-being is an integral part of the organisational culture.

Quantifiable results with direct impact

Tangible benefits include: reduced absenteeism in medium-to-high-risk populations, decreased treatment duration thanks to initial diagnostic accuracy, and lower incidence of cases escalating to high severity. 

These results are monitored using risk transition metrics and satisfaction indicators (CSQ-4, NPS), integrated with financial dashboards that automatically calculate the savings generated and the ROI per department, transforming mental health from an operating expense to a strategic investment with a demonstrable return.

 Adopting evidence-based interventions is not a matter of aesthetics, it is a risk and return strategy. ifeel integrates clinical triage, protocols, human supervision, and real-time analytics to better diagnose, treat earlier, and measure the impact on the bottom line. Thus, mental health ceases to be a ‘benefit’ and becomes a lever for productivity, retention, and corporate reputation.

If you lead a global organisation and seek clinical accountability and profitability, avoid improvisation. Move to a model based on evidence and results. We accompany you from start to finish: from identifying your real risk to demonstrating ROI in your own numbers.

Start your bespoke business solution today

Psychosocial risks represent a critical challenge for modern organisations. Factors such as work-related stress, burnout and imbalance between personal and professional life not only seriously affect employees’ mental health but also have a direct impact on productivity and operational costs.

Therefore ignoring these risks is not an option for companies that want to thrive in an increasingly competitive world. The reality is that psychosocial risks can trigger increased absenteeism, staff turnover and decreased engagement, affecting both financial results and organisational culture.

In this context, ifeel positions itself as a strategic solution that enables organisations to effectively address these risks by combining technology, data analysis and clinical expertise.

Discover how you can prevent psychosocial risks at work and save costs by downloading our guide here.

What are psychosocial risks and why are they important?

Psychosocial risks are factors related to the organisation, content and conditions of work that can negatively affect employees’ mental and physical health. The most common include:

• Work-related stress: excessive workload or tight deadlines.
• Burnout: emotional and physical exhaustion due to prolonged stress.
• Work-life imbalance: lack of flexibility to meet personal needs.
• Workplace harassment: hostile behaviours in the work environment.

These risks not only negatively impact individual well-being but also have significant consequences for companies, such as increased absenteeism, staff turnover, and a notable reduction in productivity, all stemming from associated mental health problems.

These consequences translate into high business costs: according to the World Health Organization (WHO), mental health disorders cause global economic losses exceeding $1 trillion annually due to decreased productivity.

Financial impact of psychosocial risks

Thus, we can affirm that the financial impact of psychosocial risks on companies is significant and often underestimated. This is a serious mistake, as estimates show that a high-risk employee can generate costs ranging between €15,000 and €50,000 per year. These costs include:

For this reason, implementing prevention strategies not only significantly reduces costs associated with absenteeism, staff turnover and productivity loss but also has a transformative impact on employee engagement and satisfaction.

Proactively preventing and addressing psychosocial risks creates a healthier work environment where employees feel valued, supported and motivated to give their best.

Moreover, these strategies strengthen the bond between teams and the organisation, fostering a culture of trust and well-being that improves not only individual performance but also collective results. Clearly, in a competitive labour market, prioritising prevention of these risks is not just a responsible decision but a strategic advantage that positions companies as attractive and sustainable employers.

Strategies to prevent the financial impact of psychosocial risks

Preventing the financial impact of psychosocial risks requires a proactive and structured approach. Here are some key strategies:

Identify psychosocial risks:
Use tools such as internal surveys and data analysis to assess stress levels, absenteeism and turnover in your organisation. Early identification is essential to design effective interventions.

Implement prevention programmes:
Design initiatives that address risks before they become serious problems. This includes emotional management workshops, mindfulness programmes and training in empathetic leadership.

ifeel uses a data- and technology-based approach to identify and address psychosocial risks in real time. Through its platform, companies can assess the actual risk level by measuring indicators such as absenteeism, turnover and sick leave.

Personalise solutions:
Not all employees face the same challenges. Offer resources tailored to different risk levels, from psychoeducational content for mild cases to individual therapy for critical situations.

To this end, ifeel designs personalised plans, adapting solutions to each risk level:

Monitor and measure impact:
Regularly evaluate the success of implemented strategies. Use indicators such as reduced absenteeism, increased engagement and financial savings to adjust and optimise interventions.

Benefits of a prevention strategy with ifeel

Implementing a psychosocial risk prevention strategy with ifeel generates tangible benefits both clinically and financially:

Clinical impact:

• Risk level reduction: significantly decreases medium and high-risk cases.
• Improved overall wellbeing: increases employee motivation and engagement.

Financial impact:

• Labour cost savings: absenteeism and turnover reduction between 15% and 25%.
• Higher ROI: every euro invested in prevention generates a positive return.

Competitive advantage:

• Talent attraction and retention: companies prioritising wellbeing are seen as responsible employers.
• Improved corporate reputation: promotes a positive and sustainable image.

Success stories: how ifeel transforms organisations

A notable example is a pharmaceutical company that implemented ifeel’s solutions and achieved:

Reduced mental health-related absenteeism by 25%.
Saved €4.65 million in the first year and projected €13.96 million in three years.
Increased employee engagement by 30% and productivity by 20%.

To find out more, download our Pharmaceutical industry case study here.

Discover how ifeel can transform your organisation

Preventing psychosocial risks is not just a matter of social responsibility but a strategic decision that drives business success. With ifeel, you can turn mental health into a competitive advantage, optimising costs and improving productivity.

Download our exclusive document now and take the first step towards a healthier, more sustainable organisational culture.

There is no one-size-fits-all solution to this question, as every organisation has specific needs and varying priorities. Nevertheless, having strategic allies and a well-structured action plan can make a significant difference.

Below, we present practical strategies to help enterprises effectively organise work before holidays, both at an individual and organisational level. With the support of tools like ifeel, businesses can strike the perfect balance between employee well-being and operational continuity.

The impact of stress and workload on businesses: How to prevent it without halting operations

Stress and the build-up of tasks before holidays not only affect employees but can also have significant consequences for businesses. An excessive and poorly managed workload can lead to errors, decreased productivity, increased absenteeism or presenteeism, and, in more severe cases, higher employee turnover.

Prolonged stress also negatively impacts employees’ mental health, which, in the long term, can result in higher operational costs and a weakened organisational culture. According to the World Health Organisation (WHO), an estimated 12 billion workdays are lost annually due to mental health issues, costing the global economy $1 trillion per year in lost productivity.

However, this scenario is preventable. Giving employees the necessary space to rest and enjoy their holidays is not only a right, but also a key strategy for ensuring their long-term well-being and performance. Holidays allow teams to recharge, reduce accumulated stress, and return to work with renewed motivation and creativity.

That said, this doesn’t mean the business must come to a halt while employees are on leave. It is possible to strike a balance between individual rest and operational continuity through strategic planning that ensures work is organised before holidays begin. With the right tools, clear processes, and effective communication, businesses can ensure operations continue seamlessly while employees enjoy a well-deserved break. This approach not only benefits employees but also strengthens the organisation’s resilience and efficiency.

The role of leaders in ensuring operational continuity

Business leaders play a crucial role in maintaining smooth operations during holiday periods. Their ability to organise work before holidays—through effective delegation of team tasks and by serving as role models for planning and disconnecting—can ensure a healthy balance that allows work to be managed efficiently in advance.

By leading by example, leaders not only promote effective management but also inspire their teams to return with renewed energy. Key actions that leaders can take include:

• Fostering a culture of collaboration: Encourage an environment where employees feel comfortable asking for help and sharing responsibilities.
  
  
• Empowering teams: Provide training in skills such as planning, delegation, and stress management.
  
  
• Setting clear expectations: Define realistic goals and deadlines for teams taking on additional tasks.
  
  
• Promoting a supportive culture: Acknowledge the importance of rest and encourage employees to plan their holidays without guilt.
  
  
• Providing adequate resources: Implement tools like ifeel to ensure employees have access to emotional support and effective organisational strategies.
  
  
• Leading by example: Leaders who plan their own holidays and delegate tasks effectively inspire their teams to do the same.
  
  

By adopting these strategies, leaders can create an environment where operational continuity is maintained, while employees feel supported and empowered to take the breaks they need.

Strategies for organising work before holidays

Organising work before holidays is essential not only to ensure employees can disconnect and recharge, but also to maintain the operational continuity of the business. Proper planning prevents disruptions, reduces team stress, and ensures responsibilities are managed efficiently during absences.

Below are some key strategies that combine planning, delegation, and technology to effectively organise work before holidays.

1. Collaborative planning

Planning should not rest solely on the employee going on holiday. It requires a joint effort between the employee, their team, and organisational leaders. Key actions to ensure this process include:

• Pre-holiday planning meetings: Hold meetings to identify critical tasks and assign responsibilities before employees take leave.
• Mapping key processes: Document essential workflows so that any team member can temporarily take over tasks.
• Shared calendars: Use interactive tools to keep everyone informed about schedules and absences.

2. Strategic delegation

Delegation is not just about handing tasks over to others; it’s about assigning them strategically to ensure they are completed effectively while allowing the person responsible to return seamlessly to their usual duties. To achieve this:

• Identify substitutes: Assign team members who can take on temporary responsibilities, ensuring they have the necessary training.
• Create task manuals: Document clear instructions, so substitutes can execute tasks without issues.
• Define points of contact: Establish who will be responsible for each area during the employee’s absence.

3. Process automation

Technology can be a powerful ally in maintaining operational continuity. Consider the following:

• Automating repetitive tasks: Use specialised tools or software to automate administrative processes.
• Scheduling communications: Set up emails and social media posts to be sent automatically.
• Monitoring systems: Implement dashboards to allow leaders to track project progress in real time.

4. Managing workload and talent

It’s crucial to ensure that the workload does not fall disproportionately on those remaining in the office. To address this:

• Equitable distribution: Ensure tasks are fairly distributed across team members.
• Temporary hires: Consider hiring temporary staff to cover workload peaks.
• Emotional support: Provide resources to help employees managing additional responsibilities cope with stress, such as access to mental health solutions like ifeel.

By implementing these strategies, businesses can ensure smooth operations during holiday periods while fostering a supportive and balanced work environment for their teams.

How ifeel can support businesses in this process

Business organisation, particularly during high-pressure periods such as preparing work before holidays, can create significant stress for both employees and leaders. The pressure to meet deadlines, delegate tasks, and ensure operational continuity can negatively impact the emotional well-being of the team and, consequently, the overall productivity of the company.

ifeel positions itself as the ideal tool to address this challenge, offering not only psychological support for employees but also detailed data and reports that enable businesses to make informed decisions. This combination of emotional well-being support and strategic analysis makes ifeel a key ally in managing organisational stress and optimising resources.

Key benefits of ifeel

With ifeel, businesses can not only care for their employees but also optimise internal processes. The platform’s detailed reports help identify stress patterns, evaluate the impact of well-being initiatives, and adjust strategies in real time. This ensures that business decisions are always backed by reliable data, fostering a healthier and more efficient work environment.

Mental health at work: one of the greatest challenges for businesses today

Organising work before holidays is not just about productivity—it’s about well-being. By implementing clear strategies and leveraging solutions like ifeel, businesses can ensure their employees enjoy a restorative break while maintaining operational continuity.

Are you ready to transform your employees’ experience before the holidays?

Discover how ifeel can help you create a healthier and more efficient workplace.

Find your personalised solution here.

In this context, mental health has become essential to ensuring that employees, who are the driving force behind any organization’s success, remain productive. But a key question arises: How can a company effectively support its employees while ensuring that this investment is financially profitable and delivers a strong ROI of mental health solutions?

The key lies in finding mental health solutions for companies that offer an innovative, scalable methodology tailored to the specific needs of each organisation, maximising the ROI of mental health solutions.

After all, if the mental health of those who drive business results is at risk, so is the success of the company. In fact, according to the World Health Organisation (WHO), mental health problems have a global economic impact of approximately $1 trillion per year, due to phenomena such as absenteeism and presenteeism.

However, companies that adopt innovative solutions, such as ifeel, are at the forefront of this issue, as they not only improve their employees’ well-being but also see tangible benefits in their bottom line and an exceptional ROI of mental health solutions.

In this article, we will explore how ifeel can transform mental health into a competitive advantage for your company, helping you reduce costs, improve productivity, and foster a healthier organisational culture.

At ifeel, we have designed this exclusive guide specifically to help enterprise organisations make financially smart decisions when selecting mental health solutions for businesses. Download it for free here.

The financial impact of mental health on businesses

Mental health issues not only affect employees’ well-being, but also have a direct and significant impact on the productivity and operating costs of organisations. These issues generate two main types of costs:

1. Direct costs: These include medical expenses, therapy and mental health-related insurance. These costs are visible and reflected in the budgets allocated to employee healthcare.
   
2. Indirect costs: These arise from phenomena such as lost productivity, absenteeism, presenteeism and employee turnover. Although less obvious, these costs have a much greater impact on companies’ bottom lines and influence the overall ROI of mental health solutions.

For example, it is estimated that 30% of sick leave in Europe is related to mental health issues, which has a significant financial impact on organisations. In addition, presenteeism, where employees are physically present but not fully productive, can cost between 2 and 3 times more than absenteeism.

A typical case is that of high-risk employees, who represent only 5% of the workforce but generate exponential costs due to long-term absences and lower performance. This group, although small, can become a critical financial challenge if preventive measures are not taken.

Therefore, one of the most strategic decisions a company can make is to prevent mental health problems before they arise. Investing in innovative and proven solutions not only protects the well-being of employees but also reduces costs, improves productivity, and strengthens the financial sustainability of the organisation.

ifeel’s approach: data-driven ROI

Unlike traditional Employee Assistance Programmes (EAPs), which have been the predominant option for addressing mental health needs in companies but have multiple limitations as they do not effectively adapt to the specific needs of each organisation, ifeel is positioned as a strategic ally to transform this approach. Find out more here.

With an innovative model, ifeel combines advanced technology, data analysis and clinical expertise to deliver scalable, personalised solutions that maximise return on investment (ROI) in mental health. Its main features include:

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How does ifeel help reduce costs? 3 key points

Companies that implement solutions such as ifeel can reduce costs associated with mental health by between 15% and 25%, according to internal data. This is achieved through:

1. Reduction in absenteeism and presenteeism
2. ifeel‘s clinical model enables the identification and treatment of high-risk cases within 24 hours, thereby avoiding unnecessary absences and enhancing operational efficiency.
3. Reduction in employee turnover
4. Staff turnover is one of the biggest costs for companies. According to ifeel, companies can save between £15,000 and £50,000 for each high-risk case managed effectively.
5. Prevention of future costs
6. Preventive solutions, such as workshops and psychoeducational content, help identify problems before they become crises, reducing intervention costs by 50%.

The key to ifeel’s success lies in its ability to adapt to the specific needs of each company. Its data-driven methodology allows it to identify areas of significant impact and design customised strategies to address mental health issues effectively.

Additionally, its ROI calculator enables companies to quantify the financial impact of their mental health investments, facilitating informed strategic decision-making.

Success stories: Real impact on large companies

The effectiveness of ifeel is reflected in the results obtained by companies that have integrated this solution into their wellness strategies. For example, a pharmaceutical company achieved:

→ Reduction in absenteeism from 11% per year to 8%.

→ A decrease in annual mental health costs from €23.2 million to €18.62 million.

→ A decrease in the percentage of employees classified as high risk by 7%.

→ Increase in employee engagement by 30% and productivity by 20%.

→ Savings of €4.65 million in the first year and a cumulative projection of almost €14 million over three years: demonstrating outstanding ROI of mental health solutions.

Read the full success story here and discover how a transformative cultural impact was achieved by reducing the stigma associated with mental health and fostering an inclusive and resilient work environment.

Checklist for senior executives: How to choose the best mental health solution?

Before making any decision, it is essential to assess whether the mental health solution you are considering meets the essential criteria to maximise its impact on your organisation. Here are the key points that every company should consider when selecting the mental health solution that best suits its business.

• Clear financial impact: Can you measure cost savings and ROI?
• Scalability: Is it suitable for the size and geographical distribution of your company?
• Technological integration: Can it be easily integrated with your current systems?
• Fast results: Does it offer diagnostics and action plans in less than 24 hours?
• Ongoing support: Does it provide real-time analysis and clinical advice?

At ifeel, we have designed this guide specifically to help large companies make financially smart decisions when selecting mental health solutions for businesses and get the best ROI. Download it for free here.

Mental health as a strategic investment

For business leaders, choosing ifeel is not just a wellness decision, but a sound financial strategy. With its focus on data, personalisation and measurable results, ifeel transforms mental health into a competitive advantage, helping companies save costs and improve productivity.

Ready to take the next step? Request a personalised demo and discover how ifeel can make a tangible impact on your organisation.

In this context, caring for the mental health of employees in the car manufacturing industry is not only an ethical issue, but also a crucial business strategy. In this article, we will explore why mental health should be a priority in the automotive industry and how solutions such as those offered by ifeel can make a difference.

For more information, we invite you to download our latest case study, which details and demonstrates the positive impact of implementing comprehensive solutions such as ifeel in the automotive industry.

The challenge of mental health in the car manufacturing industry

According to internal data from ifeel, around 30% of sick leave in Europe is related to mental health issues, which has a significant impact on productivity and business costs.

And the car manufacturing industry is no exception. This industry has unique characteristics that make it a high-pressure environment for employees. Among the main risk factors for mental health in this sector are:

1. High levels of stress and market demands:

Both factory workers and office workers in the car manufacturing industry face constant challenges, such as tight deadlines, high production targets and the constant need to adapt to technological advances. Added to this is the highly competitive nature of the market and the rapid transition to more sustainable technologies, such as electric and autonomous vehicles, which often causes anxiety among employees concerned about job security or a lack of up-to-date skills.

Furthermore, factors such as long working hours, rotating shifts and limited work-life balance intensify physical and mental exhaustion, negatively impacting staff performance and motivation.

2. Presenteeism and burnout:

In work cultures such as Germany, where long hours are the norm, many employees go to work even when their mental health is poor, affecting their performance and well-being. This phenomenon, known as presenteeism, not only reduces productivity but also increases the risk of long-term burnout.

3. The stigma surrounding mental health:

Another significant challenge is the stigma associated with mental health, which often prevents employees from seeking help when they need it. In an industry traditionally focused on technical performance, attention to well-being has not always been a priority. However, this reality is gradually changing, with greater recognition of the importance of mental health in the workplace.

4. Mental workload:

Studies show that in the manufacturing context of the automotive industry, mental workload is closely related to the job role and job characteristics of employees. Technicians, for example, perceive higher levels of mental workload due to the pace of work and the health consequences.

This not only affects the quality of life and professional development of workers, but also has a direct impact on the company, reflected in higher levels of absenteeism, staff turnover and a decline in product quality.

5. Traditional solutions are insufficient:

Typically, these problems have been addressed through Employee Assistance Programmes (EAPs) or social benefits, which, although useful, are often reactive and do not address the root causes of stress and demotivation. These initiatives only intervene when problems have already escalated, leaving long-term mental health challenges unresolved.

The success story: Transforming mental health at a leading automotive company

A clear example of how to address these challenges can be found in the case of a leading automotive company with 7,500 employees in Germany, the United Kingdom, France and Spain.

This organisation was facing high levels of absenteeism and presenteeism, especially among its operators, who represented 67.5% of the workforce.

The problem

Traditional solutions, such as EAPs and occasional chats with psychologists, failed to resolve the deeply rooted problems. As a result, despite efforts, employees continued to face chronic stress, demotivation and burnout, which negatively impacted productivity and overall morale.

The solution: Partnering with ifeel

The company decided to implement an innovative and proactive solution with ifeel, a leader in personalised, data-driven mental health solutions. This approach included:

• Real-time visibility: Dynamic dashboards that allowed HR teams to monitor employee mental health and make informed decisions.
• Predictive analytics: Early identification of employees at risk, especially in high-pressure roles, enabling the design of personalised and timely interventions.
• Workshops and training: More than 50 workshops on stress management, emotional resilience and mindfulness, aimed at both operators and managers.

Results

The results were transformative for the financial health of this company:

• Financial savings: In the first year, the company saved €2.77 million thanks to reduced absenteeism and presenteeism. Cumulative savings of up to €11 million per year are expected over the next three years.
• Improved talent retention: Turnover decreased significantly, especially in high-risk roles, and employee engagement increased by 30%.
• Cultural change: Mental health is no longer a taboo subject, creating an inclusive and supportive environment where employees feel supported.

If you would like to learn more about this success story and discover how ifeel can help you transform your organisation’s mental health strategy, we invite you to download our full case study here.

Investing in mental health: a smart business strategy

Mental health not only impacts employee well-being, but also a company’s financial results. According to data from ifeel, proactively addressing mental health can generate savings of up to €45,000 per high-risk case. In addition, companies that prioritise the emotional well-being of their teams tend to experience:

ifeel: The comprehensive solution for corporate mental health

ifeel offers a 360º solution designed to address the specific challenges of each organisation. Its main features include:

• Real-time diagnosis: Quick and accurate identification of employees at risk.
• Personalised plans: Therapy tailored to the level of risk (low, medium or high).
• Measurable impact: Reduction in costs associated with absenteeism and turnover.
• Training and workshops: More than 50 original workshops led by clinical psychologists.

In addition, ifeel integrates easily with existing wellness strategies, ensuring a positive impact on both employees and corporate culture.

Discover how to transform your company with ifeel

The experience of this leading automotive company demonstrates that investing in mental health is not a luxury, but a necessity in a competitive business environment.

If you would like to learn more about this success story and discover how ifeel can help you transform your organisation’s mental health strategy, we invite you to download our full case study.

Download the case study here

Don’t wait any longer to take the next step towards a healthier, more productive and sustainable work environment. Discover today how ifeel can make a difference in your company!