In our latest online event, we explored the topic of workplace wellbeing with the help of experts. Tamás Barathi, CEO & Co-founder of Blue Colibri App, had a conversation with Melinda Halasi, managing partner at Pro Health Consulting Group, Kitti Déri, Head of HR at MAPEI, and Róbert Huszár, financial wellness expert.
A comprehensive approach is essential to workplace wellbeing. In addition to physical and mental health, financial awareness has also become a key focus. Younger employees especially expect employers to prioritize workplace wellbeing. It can play a role not just in retention, but also in attracting new talent—particularly when benefits and initiatives focused on wellbeing are included as part of the job offer.
At many companies, the first question is still: what’s legally required? Until now, labor and occupational safety laws mandated suitability (health) examinations, but this changed as of September 1, 2024.
Melinda Halasi explained that only specific roles now require a suitability examination, where employees are exposed to chemical, biological, or physical hazards. However, employers still have the right to mandate such checks. She added that while mandatory examinations were removed, health service contracts, risk assessments and evaluations, their oversight and countersigning, and site visits remain obligatory.
One might assume that with the mandate gone, companies would drop their healthcare contracts—but this hasn’t been the case. Melinda pointed out that businesses are instead using their budgets more effectively, investing in initiatives that reflect care and prevention for employees’ health.
Employers are also required to carry out psychosocial risk assessments every three years or before starting a new activity. Yet this often isn't treated as a priority.
“I’ve met very few companies that actually conduct this assessment every three years,” said Melinda. “Some sort of evaluation may exist, but full physical and mental assessments are rare. And yet, this should be the starting point for creating a truly tailored corporate health program.”
Employers shouldn’t look at wellbeing just as a regulatory requirement. In the long term, it pays off in many measurable ways (e.g., reduced turnover, fewer sick days).
As Hungary spends less than half the EU average on healthcare, workers' health is declining. Most rarely see a doctor, yet workplace health checks can identify 30% of those with undiagnosed hypertension. The same is true for mental health. People are under pressure to perform at work and at home, leading to stress and anxiety.
According to Melinda Halasi, there’s no one-size-fits-all solution for improving mental wellbeing at work. It depends on the company, its culture, goals, and priorities. In workplaces with high turnover, it’s especially important to understand what makes the employer attractive.
Many companies try to offer the same benefits to everyone—but we’re not all the same.
A good starting point is a psychosocial risk assessment. What habits do employees have? Why can’t they sleep well? How many feel frustrated because of poor workplace relationships? How many have habits (like smoking or binge eating) that could lead to mental health issues?
Based on this data, employers can select 2–3 focus areas for the year—such as mental wellbeing this year and musculoskeletal health next year. It’s more effective to address real needs in specific groups than to apply a one-size-fits-all approach.
According to Melinda, companies can implement valuable year-long programs at just 2–3 times the cost of their occupational health budget. A typical suitability exam costs 10–15,000 HUF (approx. 25–40 EUR), so redirecting 40–50,000 HUF per employee toward personalized or group-targeted wellbeing initiatives makes much more impact—and helps with retention.
Kitti Déri, Head of HR at MAPEI, shared that they continuously monitor and fine-tune wellbeing needs through regular employee satisfaction surveys. Their primary communication platform is the MIA app (by Blue Colibri), where employees can share feedback and suggestions.
“This year, we’re planning to introduce organizational interviews, asking employees how they feel about the company and what improvements they’d like to see in their roles or departments,” Kitti explained.
MAPEI launched surprise monthly events tied to international awareness days—from Valentine’s Day donut giveaways to surprise ice cream trucks and veggie platters. But recent surveys revealed employees now want something more: support for mental health.
This led to the launch of MapeMind ("mind" stands for motivation, inspiration, perspective, and decision). It’s a series of talks by credible and inspiring speakers offering practical tools and new perspectives for daily challenges. It’s open not only to MAPEI employees but also to their family members.
“We continuously adjust based on feedback and are always looking for new solutions. We don’t like getting stuck in processes,” Kitti added.
People’s financial problems follow them throughout the day. “It’s not like I’m stressed from 6–9am, then I get to work and magically stop stressing until 5pm, then it comes back again,” said Róbert Huszár, financial wellness expert.
Statistics show that this is a subject of deep concern to workers. A quarter of people run out of money by the end of the month, and a quarter have nothing to put aside. In addition, less than 24% plan only their expenses, but for young adults who have recently started working, it is only 12%. In the event of losing a job or a long-term illness, 47% of people can finance their expenses for 3-6 months. Only 11% can do so for more than six months," Robi points out.
In Hungary, financial awareness isn’t yet a common employer concern. In contrast, 75% of employers in Western Europe and the US believe it's worth addressing financial wellbeing to reduce workplace stress—which also impacts productivity.
2 in 10 people have already missed work due to financial issues, and employees spend an average of 15 minutes per day dealing with personal finances—adding up to 7.5 days a year. So, investing in financial wellness makes economic sense, too.
“People need to be taught how to manage their finances both short- and long-term,” Robi explained. Employers can help by encouraging employees to plan for the future and providing tools and knowledge—from training sessions to budgeting apps.
One might think higher income makes financial planning easier—but it doesn’t. “Most people simply adjust their spending to match their income. When they earn more, they think: ‘Now I can spend more,’” said Robi. He added that even high earners have told him their savings would last only two months if they lost their job.
To close the Colibreak session, the experts shared their views on what to expect in the next 2–3 years regarding workplace wellbeing in Hungary.
Róbert Huszár emphasized that financial awareness education is critical, and those who start early will gain a competitive edge, as it could take five or more years to catch up with the West.
Kitti Déri believes employees will soon expect employers to prioritize well-being. It will drive engagement, performance, and play a major role in employer branding.
Melinda Halasi added that healthcare providers will also need a mindset shift. They must anticipate needs that don’t yet exist as products. Those who invest early in education and collaboration will gain long-term partnerships and a strategic advantage.
