In Mexico, cost sharing with employees is common. As costs continue to rise, a minority of companies are looking to flexible benefit arrangements. For example, the vast majority of responding Global Institute members (90%) provides a car benefit, while companies’ maternity benefits were very diverse. To advocate for natural childbirth, one company provides the same coverage amount for natural childbirth and Caesarean section. Similarly, maternity leave in Mexico varies. The statutory leave policy is full paid leave 6 weeks before and 6 weeks after childbirth. Adoption receives the 6 weeks allotment after the children are placed. The most common work/life policies for expanding families include flexible hours, telecommuting and employee assistance programs. Companies have several well-being initiatives, and it has taken years to create a lasting culture of health and yield outcomes such as cost reductions and employee behavior change. Companies are evolving from a physical health focus to a broader well-being approach.