Sick leave due to mental health conditions now exceeds that due to physical injuries in several sectors in Spain. The cost to businesses goes beyond absenteeism: It includes the issue of employees who are physically present but not performing, staff turnover caused by those who leave before the situation deteriorates, and the loss of productivity among teams that have to shoulder the workload without support. Mental health in the workplace is a business issue as well as a human one. And as a business issue, it has concrete solutions, starting with knowing what to do when an employee is in crisis and the manager has neither the protocol nor the training to take action.
Mental health in the workplace in 2026: figures that can no longer be ignored
In Spain, mental and behavioural disorders are now the third most common cause of sick leave and the highest in terms of average duration. Companies pay more than 3,000 million euros a year in direct and indirect costs relating to their employees’ mental health, according to industry estimates. The most significant figure for HR and management teams is not the number of sick leave cases: is that of presenteeism, This represents an estimated loss of productivity of between 20% and 35% amongst people with untreated mental health problems who continue to work. A company that fails to manage the mental health of its workforce does not save money: it loses out in ways that are more difficult to measure.
Warning signs: how to recognise when an employee may be in crisis
A manager does not need to be a psychologist to realise that something is going on. They need to know which signs to look out for and how to respond to them without invading privacy or overstepping their role. The most common signs are: changes in behaviour compared with the usual pattern (isolation, irritability, reduced participation), common mistakes which did not happen before, repeated absences short-term, visible physical changes (unkempt appearance, extreme tiredness) and comments expressing despair or overflow. The difficulty lies in the fact that these signs are subtle and easy to attribute to other causes. A manager who notices them but fails to act is not indifferent: in most cases, they simply do not know how to go about it.
What is mental health first aid and why your team should be trained in it
The model MHFA (Mental Health First Aid), Developed in Australia and adopted in more than 25 countries, it defines mental health first aid as the initial support provided to a person experiencing a mental health crisis, until they receive professional help or the crisis is resolved. The difference from professional psychological support is clear: the first responder does not diagnose, treat or resolve the issue. It listens, contains and channels. The MHFA training teaches managers and colleagues to recognise the signs of a crisis, to approach the person in a way that does no harm, and to connect them with the appropriate resources. In organisations where teams have undergone MHFA training, the rate of early crisis detection doubles and referral to professional support is significantly faster.
Step-by-step protocol for dealing with an employee in crisis
Knowing what to do, the order in which things are done and what to avoid at each stage is what distinguishes an intervention that helps from one that makes the situation worse.
You have gone through the six stages of the protocol. Remember: the aim is not to diagnose or resolve the clinical situation, but to offer respectful support, refer the person to the appropriate professionals and follow up without putting pressure on them. If your organisation does not have a documented protocol, now is the time to draw one up.
What a company’s mental health policy should include: a guide for HR
A corporate mental health protocol is not a statement of intent: it is a set of specific procedures that the company puts into action when a crisis situation is detected. The minimum requirements are: confidential reporting channel so that any employee can report a hazardous situation without fear of reprisals, Employee Assistance Programme (EAP) with access to a professional psychologist (in person or online), coordination with the health and safety service for situations that may constitute a psychosocial risk in the workplace, and internal communication guide on how to talk about mental health without stigma. The Mental Wellbeing Plan 2026 The Ministry of Health’s guidelines provide a framework that organisations can use as a basis for designing their own protocol.
Mental health training for managers and teams: which programmes work
The key skills The key elements a manager needs to manage mental health issues within their team are: recognising the warning signs, communicating without judgement, ensuring appropriate referral, and practising self-care. The training that has the greatest impact combines conceptual content (what mental health is, and what the most common disorders are in workplace settings) with practical exercises based on real-life situations (how to initiate a difficult conversation, what to say and what not to say). Corporate wellbeing programmes that include training for managers have a documented return on investment in terms of reduced sick leave and an improved working environment. From the Educa.Pro’s Health and Wellbeing catalogue You’ll find specific mental health programmes for teams, with formats tailored to the availability of working managers and FUNDAE bonus options.
Mental health in the workplace does not improve on its own. It improves when there are people trained to recognise it, protocols in place to manage it, and a culture where people can talk about it without fear.
