3 ways to prioritize employee mental health
Supporting employees' mental health can be as simple as reminding them of the resources at their disposal, including self-help options.
Mental health challenges affect more than 1 in 5 U.S. adults,1 creating significant implications for workplace performance and organizational outcomes. The connection between employee mental health and business results is well-established: Reduced productivity, decreased motivation, higher absenteeism and diminished overall performance are direct consequences organizations face when mental health needs go unaddressed.2
The evidence points to a clear opportunity for strategic intervention. Many employers recognize that investing in mental health support delivers measurable returns — not just in employee satisfaction, but in sustained organizational performance. The following 3 approaches provide practical pathways for organizations to embed mental health and well-being into their workplace culture throughout the year.
1. Remind employees to tap into behavioral health support
Behavioral health benefits are only helpful if employees know they’re there and how to access and utilize them. Employers can remind their employees about the behavioral health benefits that may be available to them, which may include digital self-paced tools, behavioral health coaching, employee assistance programs (EAPs) and both in-person and virtual visits. Not only does this help normalize the use of behavioral health benefits, but it also helps employees get the most out of their health plan.
At UnitedHealthcare, for instance, advocates, clinicians and 496K providers nationwide3 can help support employees with a continuum of behavioral health care more quickly and efficiently, depending on the severity and whether the support is needed for the employee or the employee’s family. Knowing what resources are available to them may help them access the support they need, which may lead to better health outcomes and lower costs.
2. Reiterate the value of mental health solutions for lower-severity issues
+90%
of members experienced low-severity needs6
Traditionally, when employers considered “behavioral health support,” their minds might have gone to mental health provider visits. Over the last couple of years, however, new solutions have emerged to help meet employees where they are with the support they need, especially for lower-severity issues.4 And with 122M+ people living in areas with a shortage of mental health professionals,5 it’s critical that employers highlight these solutions among their workforces.
For instance, historically the starting point for getting behavioral health care might have been thought of as an in-person provider visit. These days, low-severity solutions like the Calm Health app have become popular for those experiencing burnout or a lack of focus at work. It also features soundscapes designed to help users relax, sleep, work or study. Virtual coaching visits and 24/7 “in-the-moment” mental health support are other solutions that are available anytime, anyplace for employees.
3. Promote wellness at the workplace
The connection between physical and mental health is becoming increasingly acknowledged. A recent study shows that exercise enhances both mood and self-esteem, while also contributing to decreased stress, which is known to exacerbate mental and physical disease.7 Employers can promote wellness at the workplace a variety of ways, starting with communication about its importance. Employers may also want to offer wellness programs, including incentive-based programs, which help encourage healthier lifestyles.
Behavioral health affects many aspects of a person’s life: from emotional well-being to workplace productivity and more. Employers who support the mental health of their employees may help them achieve better overall health outcomes and live happier and healthier lives.
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