So, HR, what now? When the daily routine prevents employees from taking care of their health

Balancing professional demands with physical and mental health care is a challenge for a large portion of Brazilian workers. Between long hours, studies, multiple jobs, or family responsibilities, little time is left for self-care. Often, the day begins before dawn and ends at night, with much of it spent commuting, in meetings, and on tasks that leave no room for restorative breaks. In this context, companies that invest in well-being go beyond simply offering a benefit: they adopt a strategy to preserve productivity and engagement.

“Moving your body for a few minutes during the workday is already a start,” says Adrielen Smidt, Human Resources Manager at Plena Saúde. According to her, simple actions like workplace gymnastics or small stretches done between activities help with circulation, combat sedentary lifestyles, and even improve concentration.

The importance of the topic is also reflected in the numbers. According to the World Health Organization (WHO) and the International Labour Organization (ILO), depression and anxiety are responsible for the loss of 12 billion workdays per year worldwide, with losses reaching US$1 trillion. In Brazil, 67% of workers report suffering negative effects from work-related stress—a rate above the global average of 65%.

When even stretching seems impossible

In exhausting routines, even short breaks become difficult to fit in. Adrielen reminds us that, in these situations, it's worth prioritizing quick but impactful practices: “A two-minute break for conscious breathing, for example, helps reduce cortisol, the stress hormone, and improves mental clarity. In three minutes, a simple stretch standing or sitting can already make a difference.”

Nighttime rest, she adds, is another often-neglected pillar. Data from the National Health Survey shows that 35.1% of Brazilians have difficulty sleeping and 8.5% use medication for this. Surveys by Fiocruz indicate that 72% of the population faces some type of sleep disorder.

From policies on paper to real health initiatives

“Sleep and nutrition are still underestimated,” emphasizes Adrielen. “More than just talking about these topics, it’s necessary to create environments conducive to self-care.” This can mean anything from breaks encouraged by leaders to quiet spaces for rest.

At Plena Saúde, some practices are already part of the routine. The company maintains partnerships with running events in the neighborhoods, offering free registrations for employees, and promotes “healthy Fridays,” distributing fruit in the office as a way to encourage a more balanced diet.

For the manager, the return is visible: “When the organization values ​​rest, it reduces absenteeism, avoids operational errors, and retains talent. Promoting well-being is also a smart management decision.”

Care that cannot become a burden

Even with the popularization of corporate health programs, there are still pitfalls in implementation. One of the most common is transforming well-being into a list of personal obligations, something that, according to Adrielen, can have the opposite effect to what is desired.

“Messages like ‘you need to meditate, exercise, eat well…’ sound like a demand and not an incentive. Well-being should be an invitation, not pressure,” she warns. She argues that companies should respect the different realities of their employees to prevent health from becoming another source of discomfort.

According to Jéssica Palin Martins, a psychologist specializing in organizational behavior, with over 15 years of experience in corporate culture and mental health, and founder of IntegraMente, one engagement strategy lies in emotional mapping, which encourages a culture of follow-up so that organizations can be assertive in making decisions about quality of life actions – also preventing measures from being taken only when the employee's well-being has already been negatively impacted.

The psychologist also adds the importance of environments being more welcoming and supportive of awareness. "Emotional support is not a symbolic gesture, it's a performance indicator," she states. "Companies that don't understand this are doomed to lose their best professionals to competitors who were able to adapt faster," she adds.

The collective effect of well-being

The benefits extend beyond the individual. The WHO estimates that half of the economic losses linked to mental health problems at work originate from decreased productivity, not just absenteeism. International studies indicate that consistent psychological support and well-being programs can reduce employee turnover by up to 50%.

For Adrielen, the answer lies in balance: “Companies should get involved, yes, but in a respectful way. Creating an environment that supports self-care is more effective than imposing an idealized lifestyle that not everyone can follow.”

Source: RH pra você