World Mental Health Day, celebrated on October 10, is an important annual reminder to assess how we care for our emotional well-being, both in our personal lives and in the workplace.
Today, given the increase in disorders such as anxiety, depression and Burnout, the presence of an Organizational Psychology professional within companies is no longer a luxury and has become a strategic necessity.
The silent crisis in the workplace
Recent data indicates that mental health at work is a global problem with a direct impact on productivity, absenteeism and costs.
The World Health Organization (WHO) estimates that depression and anxiety lead to the loss of around 12 billion workdays per year and generate an annual economic cost in the billions of dollars.
In the United States, research from 2024 showed that more than half of workers reported experiencing burnout in the last year, signaling a significant increase in the intensity and frequency of these problems.
Studies by HR organizations also show that employees with burnout have higher turnover, lower engagement, and a greater propensity to look for another job.
Why hire an organizational psychologist?
The organizational psychologist—also called a work psychologist or I-O (industrial-organizational) psychologist in international contexts—works at the intersection of human behavior and organizational strategy. Their practical contributions include:
- Diagnosis of the organizational climate and identification of psychosocial risk factors (overload, lack of control, harassment, etc.).
- Design of preventive interventions: mental health programs, resilience training, leadership for emotional support.
- Change management and support for transitions (reorganizations, adoption of new technologies) that often trigger collective stress.
- Improved selection, performance evaluation, and development practices, reducing discrepancies between job demands and employee capabilities.
Organizations that invest in mental health practices often see returns in the form of lower turnover, lower absenteeism, and improved engagement—benefits that directly impact financial results.
Recent reports from consulting firms and corporate research institutes highlight that companies that prioritize health and well-being achieve gains in productivity and retention.
Regulatory landscape and corporate responsibility
In Brazil and other countries, mental health in the workplace has also become a focus from a legal and compliance perspective: employers must consider psychological risks and offer working conditions that minimize harm. Neglecting this care can result in labor and reputational liabilities.
Where the organizational psychologist makes a difference in practice
Some concrete examples of intervention that demonstrate impact:
- Implementation of return-to-work policies for employees on leave due to mental illness.
- Training leaders to identify early signs of emotional exhaustion and provide appropriate guidance.
- Burnout prevention programs focusing on task redesign, workload management, and promoting breaks and disconnection.
- Analysis of climate and engagement data to prioritize actions with the greatest return on well-being.
The evolution of the field and the demand for qualified professionals make Organizational Psychology a growth area, both in companies and in consultancies and the third sector.
Recent research reinforces the magnitude of the problem: surveys and reports – produced byNAMI – Workplace Mental Health Poll (2024) – pointed to high rates of Burnout (varying according to sample and country), with a direct impact on the intention to leave the job and the availability of employees to perform their duties.
Furthermore, international surveys conducted in 2024–2025 showed that professionals and employers perceive a greater need for formal mental health support structures at work. These findings highlight the need for investment in specialized practices and professionals.
A strategic and human bet
On World Mental Health Day, it’s worth reflecting: caring for the emotional health of your teams is caring for the future of your company. Having an organizational psychologist on staff (or access to one) isn’t just meeting a social or regulatory need; it’s a strategic decision that protects people, reduces costs, and strengthens organizational culture.
If you are looking to specialize in this area that is growing every year, the program MUST University Master’s Degree in Organizational PsychologyIt is a valuable opportunity: it offers advanced training for those who want to work at the intersection of science, practice, and people management — preparing professionals capable of implementing effective policies to promote mental health in the workplace.
Investing in training means investing in lasting solutions to a problem that affects millions of workers and, consequently, the sustainability of businesses.
Read also: University Mental Health: Wellness Center Celebrates One Year of Activities
