Companies invest more in health and well-being

A survey of more than 1,000 organizations in Brazil shows that per-employee spending rose 11% between 2023 and 2025

Companies appear to be paying closer attention to employee care. In 2025, per-employee investment in health and wellness initiatives increased by 11% compared to 2023, and 81% of operations now have programs focused on quality of life—a 16% rise over the same period.

The data comes from a survey conducted by consulting firm Mercer Marsh Benefícios between January and March of this year. The study covered 1,007 national and multinational companies that employed approximately five million people across all regions of Brazil. According to a separate survey by Valor, most of these organizations (66%) generate revenues above R$100 million, operating in more than 20 sectors, including retail, consumer goods, finance, technology, and agribusiness.

“The figures signal a growing commitment by companies to the well-being of their teams,” said Helder Valério, health management superintendent at Mercer Marsh Benefícios.

According to the study, leaders see investment in employee care as a way to enhance quality of life and boost productivity. “The investment per employee per year was around R$409.69—up from R$330.44 in 2023—and 50% of companies plan to increase this amount in the next 12 months,” Mr. Valério noted.

Among the surveyed companies, 68% offer physical activity programs—the top-ranked initiative—followed by mental health policies (62%). Within the mental health sector, 24% plan to introduce leadership training focused on emotional support for teams. Nearly half (44%) invest in programs for pregnant women and employees’ families, while 43% are accelerating medical check-up routines.

However, challenges remain. Mr. Valério points out that companies will need to adapt to regulatory changes, such as Regulatory Standard No. 1 (NR-1)—a federal rule that has been in effect since May, which sets out general provisions on occupational safety and health. He also emphasizes the need to integrate assistance guidelines for greater impact and make better use of data to manage ongoing strategies.

“Less than half of operations [49%] integrate health, wellness, mental health, and quality of life policies, while the majority [62%] focus their analysis on medical claims [events covered by health insurance], an important source of information, but one that can be leveraged when incorporated with other records, such as absenteeism,” he explained.

At Cielo, a payment solutions company with 6,600 employees, the per-employee investment in health and well-being initiatives increased by more than 20% in 2025 compared to 2024, according to Angélica Peres, director of people, management, and performance.

“This data reflects the growth in participation in the programs,” she said.

To illustrate, the number of professionals attending meditation sessions soared 807% last year, from 1,000 to more than 9,000 registered participants. The company also recorded a 42% increase in use of its emotional support program.

“Today, 18% of the team is in therapy—a rate 13% above the national average [estimated at 5% of the population, according to studies by the Cactus Institute, a philanthropic entity dedicated to promoting mental well-being, and the research firm AtlasIntel],” Ms. Peres noted.

She explained that Cielo’s comprehensive care strategy is based on three pillars: an on-site medical clinic, corporate benefits, and the “De bem com a vida” (“Feeling Good About Life”) program, which focuses on mental health through therapy sessions and self-care initiatives. All elements work together synergistically, she said, and this consistency is reflected in the company’s organizational climate indicators. “The eNPS [internal satisfaction indicator] reached 89% in 2024, an 11% increase over the previous year.”

The most sought-after benefit among employees is Wellhub, a corporate wellness platform (formerly Gympass) that offers access to gyms and related apps. “About 44% of employees use it,” Ms. Peres said, adding that the appeal comes down to two main factors: flexibility and tangible impact. “Those who engage in some form of physical activity enjoy better physical and emotional health and lower absenteeism rates.”

One example is Keila Cristina de Carvalho, state commercial manager at Cielo since 2017.

“Among the benefits offered by the company, the one I use the most is Wellhub,” said Ms. Carvalho, who leads a team of ten professionals. “I took a productivity test on the platform, which relates happiness and balance between personal and professional life, and I liked the experience.”

Ms. Carvalho exercises four to six times a week and is an avid CrossFit enthusiast, drawn to the high-intensity training that builds strength, endurance, and agility.

“It’s essential to my routine,” she said. “It helps me maintain my physical and mental well-being, which has an impact on my performance and how I lead the team. I’ve noticed improvements in my mood, focus, and even in my communication with the team.”

According to Gisela Figueiredo, corporate health manager at Danone, which employs 3,100 people in Brazil, investments in team health are set to keep rising. “In 2023, we launched a global program built on three pillars of care: physical, mental, and nutritional health,” she said. Over the next 12 months, the company plans to focus on initiatives such as a mental health census to map indicators and psychosocial risk factors, supporting projects in this field, and training leaders to foster healthier work environments.

“In 2025, the average per-employee investment in health and wellness initiatives increased by 10.3% compared with 2024—not including contributions to medical and dental plans,” she noted. Ms. Figueiredo believes this approach can help build a more collaborative and resilient organizational culture. The company’s corporate wellness platform—the most sought-after benefit after health insurance—is now used by 38% of employees. “The costs of absenteeism, occupational illnesses, and turnover go down, while the internal climate improves. The results come naturally,” she added.

Training teaches leaders to offer emotional support

Managers are playing an increasingly central role in corporate benefits strategies. A Mercer Marsh Benefícios survey covering 1,007 companies in Brazil shows that the share of operations planning to implement training for managers on providing emotional support to teams rose from 20% to 24% between 2023 and 2025. The proportion of organizations already offering such courses edged up from 41% to 42% during the same period.

At the Heineken Group, which has 13,000 employees in Brazil, training focuses on health management, well-being, and quality of life. “Leading with respect and care is essential to ensuring psychologically safe environments,” said Giuliano Neri Belculfine, the company’s planning director. “Managers participate in training that addresses topics such as mental health, psychological safety, and the science of happiness—an approach that comprehensively supports employees in the physical, mental, and social spheres.”

In 2023, Heineken established a dedicated happiness department, aiming to make happiness “part of the culture” within five years. One of its key strategies is the promotion of “happiness labs,” which feature periodic initiatives aimed at preventing health problems.

To boost engagement, the company counts on more than 1,500 “happiness ambassadors”—volunteer employees who identify opportunities for celebration and recognition. CEO Maurício Giamellaro, with 13 years at the group, pioneered the initiative. “The ambassadors promote wellness practices and work alongside leaders to strengthen the company’s culture,” explained Mr. Belculfine, noting that preventive health campaigns were reinforced in 2025 through expanded check-ups for senior managers. “This reinforces care for leadership and fosters a habit of prevention across teams.”

For Cláudio Roberto Gausmann, corporate production intelligence manager at the Heineken Group since 2013, the benefit was life-changing. “In June, I used the annual executive check-up, and one of the tests came back abnormal,” he recalled. Further examinations revealed his main heart artery was nearly blocked. “The intervention was scheduled for the next day, and the procedure was a success,” he said.

At Tigre, a Brazilian multinational in construction solutions with 3,600 employees in Brazil, training for managers on active listening and recognizing signs of emotional distress has been in place since 2024, according to Juliano Pereira, director of people, sustainability, and internal communication. The program expanded in 2025 to the company’s units in Latin America and the United States. “Investment per employee in health and wellness initiatives increased between 5% and 10% this year compared to last,” said Mr. Pereira.

Brazilian pharmaceutical company Eurofarma, which employs 13,000 people across 24 countries, has trained more than 600 managers annually since the start of the COVID-19 pandemic, according to Daniela Panagassi, vice president of people and organization. “As a result, we have achieved recognition and acceptance of signs of emotional distress, fostered humanized leadership, and enhanced psychological safety among teams,” she said. “Training is part of our management development program.” 

Source: Valor internacional