We need bigger and better mental health benefits, and communication is key

Today, 50 million Americans suffer from mental health disorders, and more than half of them go untreated. Part of the problem is that many employees don’t know if mental health benefits are available through their employers, or how to access them if they are.

The findings are part of an Amwell study examining the current state of employee mental health care and highlight the need to break down barriers to access and awareness of mental health care in the workplace.

A mental health-focused approach to health

Behavioral health care has become a business imperative in the post-pandemic work environment: One in five employees say their mental, physical or financial health is worsening, and two in three would change jobs for better benefits, according to the 2024 Employee Health & Benefits Survey. So it’s no wonder that 74% of surveyed employers are increasing benefits this year, with 59% focusing on mental health services.

But Amwell’s research shows that employers still have a long way to go in communicating the availability of mental health benefits to employees: For example, despite companies publicly professing efforts to expand mental health benefits to employees, roughly one in two people said behavioral health coverage is not part of their employer-sponsored health insurance.

With more workers facing the daily challenges of living with poor mental health, and most workers dealing with the constant tension between their personal and professional lives, it is no longer enough for employers to offer traditional health insurance benefits. With COVID-19 bringing feelings of isolation and uncertainty about the future, now is the time to create a work environment that supports people on their journey to good mental health.

Thinking outside the box

Providing employees with access to mental health care is beneficial for your business, recruitment and retention, and most importantly, your employees. Here are some approaches to consider.

1. Rethink how you communicate the benefits of mental health to your employeesGiven that a significant percentage of employees do not know about their company’s mental health benefits or do not know how to access them, increasing efforts to educate employees about behavioral health coverage and programs is essential to creating a healthy workforce. Town hall meetings and debtFollow up with information through regular employee communications and explain how to access it. Be sure to highlight services introduced based on employee feedback. Ask employees how they would like to learn more about mental health benefits, gather feedback through surveys and focus groups, and incorporate those options into your communications approach. This will give you a sense of where your workforce is at.
2. Recognising demand for online and digital mental health supportThe Amwell survey found that nearly half (48%) of employees would prefer to access one-on-one mental health services delivered online by a human. Meanwhile, 53% would prefer to use online and digital resources to manage their mental health, and two in three say they would use digital mental health programs, services or tools if they were offered. These findings demonstrate the value of including a range of options for accessing behavioral health care.
3. Use awareness days and months to bring mental health to the forefrontFor example, during Mental Health Awareness Month in May, consider featuring a new activity each week, from meditation or yoga sessions to educating employees about their wellbeing and concerns, such as bringing in guest speakers to explore ways to improve stress management in the workplace. These awareness days and months are a great opportunity to introduce conversations about mental health into your organisation. Tips: With many workplaces now operating under a fully or partially remote model, look for programs that will appeal to employees regardless of their environment.
4. Organize mental health days for employeesAt Amwell, employees can message their team in the morning and say, “I need to take a mental health day today,” and they’re allowed to do so, no questions asked. These days are separate from the employee’s PTO bank. From a management perspective, a flexible time-off policy that includes mental health days helps keep employees engaged. After all, allowing an employee to take a day off to focus on their mental health is more valuable than an unproductive day of work, helping to avoid situations where they have to take an extended leave of absence.
5. Educate managers about the importance of employee mental healthConduct training sessions to teach managers how to actively listen to employees and identify behavioral health concerns. Make sure managers know when to address concerns one-on-one with their direct reports and when to notify HR that more specialized support is needed. For companies that haven’t historically placed much emphasis on behavioral health care and services, moving to a proactive approach to mental wellness will require a culture shift. Tip: Encourage employees to share their ideas for creating a behavioral health-friendly environment and incorporate the best ideas into your offerings.

By being intentional about their employees’ mental health, employers can more effectively develop new services that best meet their employees’ needs while strengthening awareness, accessibility and outcomes on the journey to good mental health.

Amber Howe is the chief human resources officer at Amwell, which received the Gold Bell Seal for Workplace Mental Health from Mental Health America.