A nation in crisis
Today, the U.S. is in the midst of a mental health epidemic, with recent studies showing that more than 1 in 5 U.S. adults is currently living with a mental illness, according to the Centers for Disease Control and Prevention (CDC). The extent of this crisis is reflected in the country's workforce; the 2024 Large Employer Health Care Strategy Survey reports that a staggering 77% of employers witnessed a surge in mental health concerns among their employees in 2023, up from 44% reported in 2022.
The economic toll of this mental health epidemic is significant; the World Health Organization estimates its cost to the global economy at $1 trillion annually. These numbers underscore the pressing need for employers to prioritize mental health initiatives and create healthier, more supportive work environments for their employees.
A rising demand for behavioral health care
As the rate of mental illness has risen, so has the demand for behavioral health care among employees. A recent survey conducted by the mental wellness brand Calm revealed that 67% of employees want their employers to assist them in managing stress and anxiety. The 2023-24 Aflac WorkForces report yielded similar findings, noting that an overwhelming majority of employees rank the importance of mental health coverage on par with major medical coverage. Another study underscored this trend, revealing that 81% of workers actively seek workplaces that offer mental health support.
Despite the growing demand, only 61% of employees currently have access to mental health care as part of the benefits package. This misalignment between demand and supply is particularly acute among small businesses, with only 54% offering such coverage. Not surprisingly, cost constraints represent one of the challenges to providing mental health coverage. Another challenge is the impending shortage of mental health professionals in the U.S.; the Department of Health and Human Services has estimated that by 2025 the nation will have 10,000 fewer mental health professionals than it needs.
Perhaps the most pressing challenge is accessing care. Even when mental health benefits are available, individuals can face daunting obstacles on their journey to care: protracted wait times, a lack of providers, and services that may not align with their specific needs. These obstacles to access can result in prolonged suffering, diminished productivity, and heightened absenteeism.
Designing a more effective approach to mental health support
Many organizations have traditionally relied on Employee Assistance Programs (EAPs) to provide mental health benefits. However, it is becoming increasingly evident that EAPs, while well-intentioned, are under-utilized and may not be the most effective solution for promoting mental health. Several factors contribute to their under-utilization, including the lingering stigma associated with seeking mental health.
Employees may also be hesitant to use EAP services because they fear being judged or discriminated against. In some cases, employees may be unaware of the existence of EAPs or the services they offer, due to ineffective communication by employers. Even if they are aware of the EAPs, they may perceive them as offering limited support, or as not being tailored to their specific needs, which can deter them from seeking help. Privacy concerns may be an issue as well, as EAPs often require employees to engage with third-party providers, which can raise concerns about the confidentiality of their personal information, and the support they receive.
Addressing these limitations should be a priority for employers. They can take proactive steps to create a culture of openness and support around mental health, thereby reducing stigma and encouraging employees to seek help. Offering comprehensive benefits packages that prominently feature mental health support signals a commitment to employee wellbeing and can enhance talent attraction and retention. Regular assessment of mental health programs ensures they remain responsive to employee needs. Most importantly, simplifying access to mental health resources and making them readily available are fundamental steps toward bridging the gap.
Creating digital front-door access to mental health benefits
Today, innovative mental health vendors are combining technology and human-centered services to create a robust ecosystem for mental health care. These solutions are serving as the digital front door for employee-sponsored health plans, managing all aspects of their behavioral health offerings. Often "white labeled" so that health plan members utilizing their services are unaware they are dealing with a third party, these mental health care solutions implement innovative uses of data and technology to offer members easier, faster access to higher quality care that better fits their needs.
As we enter open enrollment season, it's important to remember that employees' wellbeing is the organization's wellbeing. In embracing this essential shift toward mental health support, you're not just investing in your workforce; you're investing in the future success of your organization.
Amy Kazmierczak, chief people officer, Lucet
© Arc, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to TMSalesOperations@arc-network.com. For more information visit Asset & Logo Licensing.