Valérie's Story
Imagine Valérie, a human resources manager in a fast-growing company. One morning, she notices an increase in sick leave, a drop in productivity and a general mood of heaviness. Employees seem stressed, less committed, and internal conflicts are multiplying. Valérie knew she had to act, but how could she convince her management to invest in well-being at work and the prevention of psychosocial risks (PSR)?
In this article, you'll discover why well-being at work is much more than just a trend: it's a real performance driver for your organization. Key figures, concrete arguments and an action plan will help you get the ball rolling.
Why investing in well-being at work is a strategic challenge
RPS: a hidden cost with far-reaching consequences
Psychosocial risks (PSR) are a silent scourge that can cost a company dearly. They can lead to reduced productivity, increasedabsenteeism and high turnover. According to the 2025 edition of Axa's Datascope, which compiles data from 3 million French private-sector employees, long-term stoppages rose by 7% between 2023 and 2024. "Psychological disorders are now the leading cause of long work stoppages". The average duration of a stoppage in 2024 is 23.3 days (versus 21.8 days in 2023). The absenteeism rate climbs from 4.2% in 2023 to 4.5% in 2024.
Diane Milleron-Deperrois, Managing Director of AXA Santé et Collectives, insists that "it is urgent to develop prevention on the front line to combat the scourge of absenteeism."
Absenteeism disrupts teams. It reduces productivity, generates replacement costs and adds to the workload of those present. It threatens their health, fuelling a vicious circle.
In addition to absences linked to psychological disorders, employees who are present and exposed to psychosocial risks also experience a drop in productivity. Psychosocial risks manifest themselves in stress and violence, both internal (conflicts, harassment) and external to the company (aggression, insults, threats, etc.). TheObservatoire des conflits au travail estimates the time lost by employees due to conflict at 3 hours a week, or 20 days a year.
Find out more about our conflict management services
Furthermore, researchers at the University of Texas have proven that stress reduces the brain. It alters our cognitive abilities, such as concentration and memorization tasks, which can lead to more mistakes.
According to theESENER 2024 Survey, produced by the European Agency for Safety and Health at Work, 70% of European companies surveyed invest in occupational health and safety to maintain or increase productivity, and 95% to comply with legal obligations.
A legal obligation
According to article 4121-1 of the French Labour Code, employers must take "the necessary measures to ensure the safety and protect the physical and mental health of workers". The legislator requires: actions to prevent occupational risks, information and training for employees, appropriate work organization and the provision of suitable means to carry out the work.
Employers who fail to meet their legal obligations are liable to administrative and penal sanctions. The latter can damage the employer's image, reputation and wallet.
Talent attraction and employee experience
Attracting new talent has become a strategic asset in the face of competition, as recruitment has become such an arduous task. According to the "Besoins de main d'œuvre" survey conducted by France Travail in 2025, one out of every two hiring projects is considered difficult by employers. On the job market, the balance has shifted between candidates and companies. The latter are redoubling their efforts to attract talent, which has become more fickle and choosy when it comes to employment conditions. We know that 70% of people under the age of 30 would like support when they are going through a fragile situation(Baromètre Malakoff Humanis 2023 Santé des salariés et qualité de vie au travail). It is therefore urgent to invest in mental health in the workplace. Companies that take action will improve the employee experience and enhance their attractiveness.
Investing in well-being at work: a profitable strategy
Investing in well-being at work is not an expense, but a strategic investment. Mentally healthy employees are more productive, more engaged and more creative. They are also less likely to leave the company, reducing recruitment and training costs.
Concrete benefits for the company :
- Improved productivity: happy employees in good mental health are more productive. On the other hand, 70% of employees reporting poor mental health feel it hinders their work(Ipsos x Malakoff Humanis 2023 survey).
- Reduced absenteeism: Fewer sick days means better business continuity.
- Talent retention: A healthy, supportive work environment attracts and retains the best talent.
Testimonials from companies that have invested in well-being at work
Guichon, an industrial SME in the Rhône-Alpes region, is renowned for its global performance approach. This approach integrates health (physical and mental) and safety issues in the workplace. Since 2011, major investments have been made in QWL and training. The creation of a "Health and Productivity" program has made it possible to pursue the approach and get all staff to contribute, by questioning them on themes linked to management and work organization.
The result: a steady decline in occupational health and safety and absenteeism indicators, and a high level of employee attractiveness and loyalty.
"We've been infusing, spreading, disseminating step by step for over ten years now; what we're putting in place aims to bring about a global organization that promotes both occupational health and company performance." - Maud Cudraz, QSE&DH Manager
Source: Revue Hygiène et Sécurité du travail n° 251 - INRS "La Prévention des risques : un atout pour la performance de l'entreprise" (Risk prevention: an asset for company performance)
How to convince your management to invest in well-being at work
Present concrete data
To remove disincentives, present concrete data on the benefits of investing in mental health. Use case studies, statistics and testimonials from other companies that have successfully improved their performance through workplace wellness programs. Calculate the costs of absenteeism in your company using the "Diagnostic Perfécosanté" guide published by ANACT (Agence Nationale pour l'Amélioration des Conditions de Travail).
Highlight returns on investment (ROI)
Show how investing in well-being at work can generate a tangible return on investment. For example, a University of Warwick study found that happy employees are 12% more productive. What's more, companies that invest in their employees' mental health see a significant reduction in costs linked to absenteeism and turnover.
Propose an action plan to promote well-being at work
Present a clear, structured action plan for implementing PSR prevention programs. This action plan should act at all three levels of psychosocial risk prevention:
- Primary prevention: actions to measure psychosocial risks within your organization. This enables us to identify the source of the risk (RPS diagnosis, RPS survey, social barometer).
- Secondary prevention: actions to equip your managers and employees to deal with risks, through awareness-raising, training, workshops, individual or group coaching.
- Tertiary prevention: psychological support initiatives to deal with psychosocial problems and prevent a deterioration in mental health. And also to prevent the onset of disorders (psychological support hotline, on-site presence of psychologists and social workers, discussion groups, mediation in the event of conflict, etc.).
Choose your HR partner specializing in RPS
40% of European companies that have difficulty dealing with occupational health issues cite the complexity of legal obligations. 32% are faced with a lack of time or staff, and 14% with a lack of expertise on the subject(ESENER 2024 survey). To make the right choices, enlist the help of a specialized firm.
Why choose Pros-Consulte?
For over 15 years, Pros-Consulte has been helping companies of all sizes and in all sectors to prevent RPS.
Strongly committed to improving working conditions within companies, our structure is :
- registered as IPRP (Intervenant en Prévention des Risques Professionnels) with DREETS Bretagne
- signatory of the "Prevention of Psychosocial Risks" Charter of the Brittany Region, which commits us to 12 methodological commitments to improve working conditions in companies.
- referenced as a RPS consultant by Carsat Bretagne.
We offer a comprehensive package covering the three levels of RPS prevention:
- Customized RPS diagnostics, adapted to your sector and corporate culture;
- A 24/7 psychological helpline staffed by psychologists, integrated with a digital platform to support mental health in the workplace;
- Training, coaching and mediation provided by professionals in the field;
- Quantified impact reporting to objectify results.
We work with over 500 organizations every year.
Key stages in setting up a workplace well-being program
Assessing the company's needs
Before taking any action, start by assessing your company's needs. Conduct internal surveys, interviews and HR data analysis.
Surround yourself with experts in workplace well-being
There are many solutions for improving mental health in the workplace. To help you choose the right solutions for your specific issues, work with a specialized firm and industry experts. Because your company is unique, you need targeted support. The solutions we propose will be tailored to your business sector, the size of your company and the specific risks to which your teams are exposed.
Measuring the impact of our actions
To ensure the success of your mental health program, it's crucial to measure the results. Use key performance indicators (KPIs) such as absenteeism rates, productivity levels, turnover rates and the results of employee satisfaction surveys.
Example of an RPS deployment with Pros-Consulte
Step 1 - Diagnosis
Risk assessment by work situation (remote RPS questionnaire and on-site interviews, focus groups)
Step 2 - Tailor-made recommendations
Feedback to management and works councils, including risk mapping.
Step 3 - Preventive actions
Collective development of a prevention action plan and support for its implementation: installation of a hotline, awareness-raising workshops for managers, workload assessment and changes to work organization.
Step 4 - Impact assessment
Analysis of monitoring indicators with the HR department.
Are you still wondering?
What if I don't have a dedicated mental health budget?
Our solutions are progressive and adaptable. We can start with a listening line test or a training action to convince internal staff.
Is it confidential?
Yes. Our psychologists are bound by professional secrecy, and all feedback is anonymized and aggregated.
What if I'm an SME?
We support organizations with 10 or more employees. Our strength: adapting the intervention to your size and resources.
Conclusion: investing in well-being at work means investing in the future
Valérie convinced her management thanks to a structured approach, convincing figures and a strategic vision of well-being at work. Today, her company benefits from a healthier working environment, increased productivity and better talent retention.
Don't let psychosocial risks affect your company's performance. Invest in mental health in the workplace and transform your working environment into a place of well-being and productivity.
Together, we can make mental health in the workplace a strategic priority for your company.
