This article first appeared in Employee Benefits News on Nov. 22, 2024.
Are a significant number of your employees experiencing mental health conditions but are afraid to get help, resulting in your company not achieving success? This is a question that business leaders should consider. Recent research shows employee mental health remains an important issue in the U.S. workplace and employers are uniquely positioned to help support their employees.
According to The Hartford's 2024 Future of Benefits Study, U.S. workers are more likely to report experiencing depression or anxiety compared with nearly five years ago. In fact, 29% of U.S. workers said they feel depressed or anxious at least a few times per week, which is up 9 percentage points from March 2020.1
"Recognizing that mental health is as important as physical health is fundamental," says Adele Spallone, head of clinical operations for Workers' Compensation and Group Benefits at The Hartford. "Healthy employees are more engaged and productive in the workplace."
The impact employee mental health can have on employers is profound. Untreated mental health conditions can hamper employees' productivity and quality of work. It has been estimated that poor employee mental health costs the U.S. economy $48 billion annually in lost productivity.2
Underscoring this point, The Hartford's research found that 69% of employers said their employees' mental health has a negative financial impact on their company, up 21 percentage points compared with March 2020 (48%).1
Dispel the Stigma
While progress has been made in dispelling stigma associated with mental health, there remains much work to be done to make people comfortable seeking the help they need. In fact, 39% of U.S. workers said the stigma associated with mental health prevents them from getting support.1
That could mean your employee population, for instance, is worried about negative perceptions, repercussions or retaliation if they use mental health resources provided at work or if they take time off work to seek mental health care.
One of the biggest challenges is that, despite progress, there remains a disconnect and gap in perceptions between employers and workers. The Hartford's study shows 86% of employers surveyed said they have an open and inclusive environment that encourages a dialogue about mental health. However, just over half (52%) of U.S. workers agreed.1
Although most employers report they are providing tools and resources to help employees manage their mental health, the survey also found that 60% of U.S. workers said their company should be providing more.1
Communicating all year round with employees about mental health, the resources available to them, and encouraging managers to regularly check in with their teams can go a long way in closing those gaps and helping employees get the care they need.
Additionally, leaders can speak openly and without judgment about mental health. Their empathetic leadership can help normalize the conversation in the workplace, making it okay for managers and employees to discuss mental health and seek care.
"Prioritizing mental health at work not only helps with burnout or absenteeism, but cultivates inclusion and fosters innovation, leading to long-term success," says Spallone. "Creating an open culture where mental health is discussed without stigma encourages employees to seek help. Being proactive in supporting mental health can help prevent employees' mental health challenges from escalating to severe illness or even a crisis."
Take Action
It is important for companies to consider their powerful role in supporting health and wellness within their workplace and community. With the right resources, communications and human support, employers are uniquely positioned to improve the health of millions of working Americans and their loved ones.
Employers looking to better support mental health in the workplace can consider these actions:
- Provide workers with flexible schedules so they can get the mental health care they may need for themselves or their loved ones.
- Support work-life balance.
- Provide benefits (such as income protection, health insurance or hospital cash benefits), wellness programs, as well as a variety of mental health benefits ranging from traditional Employee Assistance Programs (EAP) to digital apps.
- Provide mental health education for all, as well as manager training on mental health fundamentals.
- Encourage peer support and offer mentorship programs.
- Communicate often about benefits and mental health resources, as well as wellness programs that support physical and mental health.
- Give employees paid mental health days.
- Survey employees to understand their awareness level and well-being.
"Investing in employee mental health is investing in improved productivity, stronger staff loyalty, and ultimately, greater profitability and better business outcomes," Spallone says.
Benefit Carriers Can Help
Fortunately, employers are not alone in their quest to further open the dialogue on mental health. Leaning on an employee benefits provider can equip companies and their staff with the data and analytics, resources and skills they need to drive change.
Employers should partner not only with insurance carriers that offer benefits to support mental health but also with leaders in the national mental health movement, such as the National Alliance on Mental Illness (NAMI) and Active Minds. The organizations seek to change the culture around mental health at work and support the next generation of U.S. workers.
Employers can access a digital guide on how to initiate mental health conversations, a guide on how to navigate a mental health crisis in the workplace and a webinar series created in partnership with NAMI on mental health with young adults in mind.
"We believe that employers can help equip employees with important skills, such as emotional literacy and mental health resiliency," Spallone says. "We hope these resources, which can be used by employees at any organization, no matter the size or industry, will lead to more human-centric workplaces and resilient, healthy employees."
1 The Hartford’s 2024 Future of Benefits Study, viewed November 2024.
2 The Economic Cost of Poor Employee Mental Health, viewed November 2024.
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