In fact, for every $1 invested in mental health support, employers are seeing a $4 return. Programs such as resilience training, stress management workshops, and mindfulness initiatives are just a few examples of preventive strategies that are helping organizations lower health care costs, increase employee satisfaction, and build a stronger, more resilient workforce.

Employee Assistance Programs (EAPs) are a long-standing preventative tool for employers. These workplace-based intervention programs assist employees in addressing personal challenges, mental health concerns, and work-related stress that may affect their job performance. However, despite their availability and low cost, traditional EAPs often experience limited utilization, revealing gaps in access and engagement.

Prevention strategies to consider:

• Enhanced EAPs: Modern EAPs include proactive wellness initiatives to support the entire employee population. Regularly monitor utilization to understand how employees engage with your EAP and identify potential barriers, such as a lack of resources or in-network providers.
• Education and awareness: Launch campaigns during key timeframes, such as Mental Health Awareness Month, to destigmatize discussions about mental health.
• Technology tools: Provide access to mental health apps, such as Headspace and Calm, to promote self-care.
• Supportive policies and culture: Reevaluate policies and norms concerning PTO, mental health days, caregiving support, and remote or flexible work schedules to ensure they positively impact employee wellbeing.

Early intervention & access: Training & tools to identify signs of distress

Timely intervention is essential to prevent mental health challenges from escalating into long-term disability claims and prolonged workplace absences. Early detection significantly increases recovery rates, enabling employees to regain productivity faster while reducing health care and insurance costs.

By using workplace analytics, digital screening tools, and manager training, companies can identify signs of distress early and provide immediate support.

Related: Top 6 mental health benefits that drive exceptional employee performance

Early detection strategies to consider:

• Analytics & pulse surveys: Leverage workplace analytics and regular pulse surveys to track trends in absenteeism, reduced productivity, or overall employee wellbeing. This data can pinpoint areas of concern and guide intervention strategies.
• Digital screening tools: Collaborate with mental health solutions like Lyra, Spring Health, Modern Health or Headspace, which offer digital tools to evaluate employee mental health in real time. These tools help identify early signs of anxiety, depression or burnout, and provide quick and convenient access to care through their provider networks.
• Specialized support for at-risk groups: Targeted initiatives should be developed to provide appropriate care to groups that are more susceptible to mental health challenges, including:
  • Employees in high-stress roles, such as managers
  • Caregivers and working parents
  • Neurodiverse employees
  • Employees experiencing financial stress
• Manager training: Train managers to recognize behavioral changes or warning signs of distress, such as withdrawal or irritability, and provide tools for initiating supportive conversations with employees.

Treatment & recovery: Ensuring seamless access to care

The growing availability of virtual health services has made mental health care more accessible and convenient. With 91% of employers now offering telehealth in some form, these services make it easier for employees to engage with care, reduce barriers, and minimize time away from work.
Virtual mental health services offer greater convenience and flexibility, which can encourage greater utilization by employees while achieving cost savings for employers.

Treatment & recovery strategies to consider:

• Telehealth services: Expand access to virtual mental health services, including therapy, psychiatry, medication management, support groups, addiction counseling and screenings.
• Integrated platforms: Partner with providers who offer both in-person and virtual care solutions for proactive mental health needs.
• Resource simplification: Create a centralized hub for mental health resources to make accessing care easier and less intimidating for employees.

Leadership’s role in supporting mental health

Leaders play a pivotal role in creating a workplace that prioritizes mental health and seeks to reduce stress, not add to it. According to a survey from the American Psychological Association, 43% of employees worry about negative consequences if they disclose mental health conditions to their employer.

Organizational leaders must actively demonstrate support of mental health in the workplace, not only through communication but also action. Train leaders to foster environments where employees feel safe discussing challenges and encourage them to model transparency, participate in mental health initiatives, and champion policies that promote employee wellbeing.

Proactively addressing workplace mental health can position organizations as leaders in employee wellbeing. By integrating prevention, early detection and intervention, along with robust treatment options, employers can enhance productivity, reduce absenteeism, lower costs, and foster a positive organizational culture. These efforts benefit not only employees but also deliver sustainable business outcomes that drive long-term success.

Ben Dutcher brings a wealth of expertise and insight to his role as Senior Consultant for Kelly Benefits Strategies (KBS). In this role, he provides expert guidance and shapes the benefits strategy for his client base, which includes large self-funded employer groups across the country. His responsibilities include strategic oversight, with a focus on employee engagement and claims management, to help clients achieve their total rewards and business objectives.