Effective Mental Health Benefits Are A Win-Win Strategy for Employers

In the United States alone, the National Institute of Mental Health reports that nearly one in five U.S. adults live with a mental illness (51.5 million in 2019). These statistics underscore the importance of addressing workplace mental health.

And yet, recent studies indicate that employers are dissatisfied with the current state of mental health benefits in their workplaces. Traditional methods, such as employer-sponsored health plans and Employee Assistance Programs (EAPs), often fall short due to their cost (considering the cost of inflation), complexity, and lack of specialized providers.

Moreover, they frequently involve long wait times, deterring employees from seeking their needed help. This impacts productivity:

• The World Health Organization estimates that depression and anxiety cost the global economy $1 trillion annually in lost productivity. Employees struggling with mental health issues may find it difficult to concentrate, make decisions, or interact effectively with colleagues, which can affect their performance and, by extension, the company's bottom line.

A stressful work environment can also contribute to the onset or worsening of mental health conditions. Conversely, a supportive work environment can help prevent mental health issues and facilitate recovery when they do occur.

BUT THIS REQUIRES A TAILORED APPROACH TO MENTAL WELLNESS

To overcome these challenges, we need to shift our approach. Instead of a one-size-fits-all solution, consider a tailored strategy that focuses on the unique needs of your workforce. This could involve a range of benefits, from teletherapy and stress-relief tools to financial coaching benefits and flexible work schedules. 

You can provide impactful and well-utilized benefits by understanding your employees' preferences and needs. 
For instance, consider a young employee who is struggling with student loan debt. Such financial stress could be a significant contributor to their mental health issues. In this case, offering financial coaching as part of your benefits package could be a game-changer for this employee. Helping them manage their financial stress will, in turn, improve their mental well-being. 



Then there is that employee caregiver who wants more time at home to care for their loved ones. In this case, offering caregiver benefits like flexible work schedules would be more beneficial. In fact:

• 41% of workers want flexible working hours
• 34% want a workplace culture that respects time off
• 33% want the ability to work remotely
• 31% want a four- day work week 

As part of the mental health support their employer offers. So, find out your employee's unique needs and then curate benefits tailored to meet those needs.

ACCESSIBILITY IS ANOTHER CRUCIAL FACTOR TO CONSIDER:

Traditional EAPs often yield low utilization due to their complex navigation and access. To combat this, consider implementing more comprehensive, third-party solutions that span the spectrum of mental health needs by making mental health support accessible.

Teletherapy services are an excellent example of comprehensive mental health solutions directly accessible to employees. For instance, an employee can talk to a licensed therapist through text, phone, or video on their break at work or in the comfort of their home.

Mental health apps also offer a wide range of resources for stress management, cognitive therapy techniques, and mindfulness. Others offer community support where employees can connect with people sharing similar mental health challenges.

These solutions are typically easier to navigate and offer a broader range of services, making them more appealing to employees.



PROMOTING MENTAL HEALTH LITERACY IS ANOTHER VITAL STEP TO TAKE:

This involves educating employees about the risk factors and signs of mental distress, self-help techniques, and how to access mental health resources. By improving mental health literacy, you can empower your employees to take charge of their mental health and utilize the resources available to them effectively.

Start by breaking down your health benefits plans for your employees. Then create a culture where open dialogue about mental health is welcome – encouraging open discussions can help normalize the conversation and reduce stigma.

Regular workshops or webinars can be instrumental in educating employees about common mental health conditions, their symptoms, and the importance of seeking help. A good example is implementing a monthly "Mental Health Awareness Day" with mental health professionals-led workshops.

Let these professionals share resources on their intranet and encourage employees to share their experiences and strategies for maintaining mental well-being.

Leadership involvement is another crucial component for mental wellness in the workplace. Train your leaders to recognize signs of mental health issues and respond appropriately. They can also set an example by openly discussing mental health and sharing their experiences.

Take advantage of EAPs for finding and providing counseling services, mental health assessments, and referrals to mental health professionals for employees who need them.

TAKE IT A STEP FURTHER BY BUILDING A CULTURE OF EMPATHY AND INCLUSION:

Fostering a workplace culture of empathy and inclusion can go a long way in supporting mental health. Employees who feel valued and understood are likelier to be satisfied with their jobs and less likely to experience burnout.

This not only enhances the well-being of your workforce but also contributes to the overall success of your organization.

Train your leaders to listen to employees and show understanding and compassion actively. Let them create safe spaces for employees to express their thoughts, feelings, and concerns without fear of judgment or retaliation.

Leaders in the organization should also champion diversity and inclusion initiatives and ensure they are a strategic priority. For instance, provide regular training to help employees understand the value of diversity and the importance of empathy in the workplace to challenge biases, break down stereotypes, and promote understanding and respect among team members.

DON'T FORGET THE LEGAL ASPECT OF MENTAL WELLNESS IN THE WORKPLACE

Providing mental makes good financial sense, but there is also a legal aspect to consider in many jurisdictions. Laws such as the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA) in the U.S. require employers to provide reasonable accommodations for employees with mental health conditions.

At the very least, your health insurance benefits should implement the Mental Health Parity and Addition Equity Act. You can ensure compliance with these laws by including mental health support at work, especially in your benefits package.

SOMETHING TO LOOK FORWARD TO!

A study by the World Health Organization found that for every $1 put into scaled-up treatment for common mental disorders, there is a return of $4 in improved health and productivity. Furthermore, companies prioritizing mental health have reported improved employee morale, work-life balance, and positive company culture.



MENTAL HEALTH WELLNESS IS GOOD FOR BUSINESS

It leads to increased productivity, improved employee morale, and compliance with legal requirements. As a business owner, it's an investment that can yield significant returns regarding financial performance and your workforce's overall health and well-being.

Remember, re-strategizing mental health services in your employee benefits package doesn't have to be a zero-sum game. By adopting a tailored approach, making mental health support accessible, promoting mental health literacy, and fostering a culture of empathy and inclusion, you can create a win-win situation.

You'll provide your employees with the support they need while contributing to your organization's overall success and productivity. Investing in your employees' mental health is not just good for them—it's good for business.

If you need help incorporating mental health services in your employee benefits package, talk to us @ Zupnick & Associates.