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Workers are increasingly looking to their employer to provide them with wellness support tools, including those pertaining to mental health, according to Alight's 2019 Health and Financial Well-being Mindset Study.

A majority (70 percent) of workers say they are comfortable sharing personal health information with their employers in return for personalized guidance in managing their health—a marked difference from the 53 percent who said that in last year's survey. Millennials are the most comfortable (79 percent), followed by Gen Xers (70 percent), while baby boomers less so (56 percent).

“As the negative social stigma of mental health concerns declines, it can be expected that supportive mental health tools and services will continue to increase in importance and perceived value,” the authors write.

Workers rate the following mental health services they would likely use if offered by their employer through a third party (in order of importance): a stress management program to build resilience; referral to offsite, in-person mental health professional; onsite services with a mental health professional; onsite meditation or mindfulness class; telephonic, virtual or online visit with a mental health professional; mental health awareness campaign or other promotion to encourage awareness; and mental and emotional health application.

Workers are slightly less comfortable—but three in five are still willing—to share personal financial information with their employer (or appropriate third party contracted by their employer) to allow them to provide personalized financial guidance or planning. Again, millennials are the most comfortable (67 percent), followed by Gen Xers (59 percent), while baby boomers less so (44 percent).

Still, workers say that financial-related communications, tools and programs are the most valuable resources an employer can provide (i.e., a financial well-being site, retirement savings plan decision tools and 1:1 financial help). This is above tools to support the other four well-being dimensions – mental and emotional; physical; professional and career; and social.

Workers rate the following valuable well-being communications they would like to have available (in order of importance): a financial well-being site; overall well-being site; financial well-being seminars (in-person or online); physical or mental well-being site; and physical and/or mental health seminars (in-person or online).

The most valuable specific well-being tools: retirement savings plan decision tools; health plan comparisons; cost clarity; spending and savings assistance; and provider choice tools.

The most valuable well-being programs: paid time off exchange; onsite health clinics; personalized support for navigating the health system; higher education support; 1:1 financial support; fitness reimbursement programs; and nutrition, healthy eating, weight management classes and programs.

Employers should take a broad approach to supporting the well-being of their workers, according to the study.

“Think beyond physical well-being and/or the silos of just health and financial well-being, and include experiences that support all five dimensions of well-being together,” the authors write. “Be sure your framework encourages easy access to resources, as 2.5 times more employees feel their well-being is going well if the programs are convenient.”

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Instant Insights /

How willing are employees to share their data? Depends on the age.

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