There’s a disconnect when it comes to workplace mental health.

Employees say they want more support. Research reveals they need it. Well-being surveys show employees’ mental health is nearing a record low. According to the telemedicine company Amwell, 50 million Americans are struggling with mental health challenges.

Organizations across industries have responded by investing in more mental health resources.

Yet many employees aren’t accessing the mental health benefits available to them. The numbers highlight this widespread challenge:

• Amwell reports that 85% of employees don’t use their employer-provided mental health benefits. Half don’t know if their organization even offers these resources.
• According to the human resources association SHRM, 50% of employees feel uncomfortable asking for or accessing their organization’s mental health benefits. More than half say they don’t have enough workplace mental health resources to meet their needs. And two-thirds are unaware or only somewhat aware of available mental health resources.
• The life insurance company Guardian reports that less than 33% of employees strongly agree that their employer offers sufficient mental health benefits.

Common barriers to care

Employees face various obstacles to accessing mental health care. Busyness often tops the list. Many employees cite a lack of time off and feeling too busy with work and personal responsibilities. HR Dive reports that 45% of employees say their schedules are too full to access mental health support.

Other barriers include not wanting to disclose mental health challenges, not understanding mental health offerings and not knowing how to access them.

Even when employees are aware of and have access to mental health benefits, they may struggle to find a provider. According to the health care news site MedCity News, half of employees faced a waiting period when attempting to use their mental health benefits.

Strategies to increase the use of mental health benefits

The need for increased access and usage is clear. Communicating your benefits is critical to solving this problem.

The following strategies can encourage employees to take advantage of your mental health offerings.

Get leadership support. Top-down communication can support employees who are hesitant to seek help. According to HR Dive, 70% of employees say their supervisors could do more to reduce the stigma around workplace mental health.

SHRM recommends leaders normalize mental health by discussing the topic, sharing personal challenges, prioritizing employees’ emotional needs and endorsing mental health resources.

Reinforce access. Provide step-by-step instructions for employees to access mental health resources. Repeat this information throughout the year. Communicate how to access mental health platforms, apps and community resources. Consolidate vendors when possible to reduce decision fatigue. List in-network options to highlight preferred providers and reduce costs. Include websites and phone numbers.

Personalize communications. Emphasize the full range of your mental health offerings and how to access them. Repeatedly communicate how your various offerings can address specific mental health challenges. For example, highlight your employee assistance program to connect employees to mental health counseling. Or point to online cognitive behavioral therapy for help with stress and anxiety.

Further engage your employees by communicating relevant resources for different ages, life stages and mental health conditions. Ask employees for their preferred communication methods, including emails, texts, phone calls, worksheets, home mailings and social media.

Offer online resources. Digital mental health benefits expand your reach. Online offerings can ease waitlists and scheduling challenges with anytime, anywhere access. According to Amwell, 60% of Americans live in a county without a psychiatrist. Two-thirds of employees would use a virtual mental health resource if available. And almost 40% would like to be able to text or chat with providers.

Include spouses, partners and dependents. HR Executive notes a connection between an employee’s mental health and their family’s well-being.

MedCity News reports that nearly 70% of parents have more concerns about kids’ mental health now compared with four years ago. Family struggles affect job engagement, performance and productivity. Allowing family members to access mental health resources can expand your reach and return on investment.

Ask employees about obstacles. Financial stress, legal issues and caregiving responsibilities are common barriers to care. SHRM reports most employees want more paid time off, mental health days and flexible schedules to deal with their mental health challenges. However, your workers may face unique wants and needs. The best way to find out is to communicate with them. Survey employees regularly to discover the top challenges and solutions for your workforce.

Examine your offerings

Employees are struggling with stress, anxiety, depression and other mental health challenges. These struggles reduce organizational productivity and retention. According to SHRM, 36% of employees would leave for a new job with better mental health benefits.

Increasing employees’ usage of your mental health benefits can positively impact individual and organizational health.

For more information on connecting employees to your mental health benefits, talk to our employee benefits team. We are here to help you examine your current offerings, additional solutions and communication practices.

 

 

 

 

This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem.

Copyright © 2024 Applied Systems, Inc. All rights reserved.