Report: Young adults, students face mental health challenges

More than 60% of young adults and students reported experiencing a mental or behavioral health concern in the past year, with anxiety/stress and depression cited most frequently. Among college students specifically, self-reported rates of anxiety/stress, depression and ADD/ADHD reached their highest levels in 4 years. College students also reported a 15-point higher overall incidence of mental or behavioral health issues than their non-enrolled peers. These trends are worth taking notice, since these figures likely represent the lived experience of the young adults entering and populating the workforce.

Across the full survey population, 74% reported current enrollment in an insurance plan. However, the picture diverges sharply by enrollment status: 81% of college students reported being insured, compared to just 65% of young adults not enrolled in college. That gap is significant, and it reflects a population of young people who may be entering the labor market potentially without adequate coverage or clarity about the coverage they do have — a challenge that seems to extend beyond open enrollment: Only 50% of young adults reported knowing how to access behavioral and mental health services, compared to 69% of college students.

For college students, the "parent perception gap" — the distance between the mental or behavioral health challenges college students self-reported and what parents believed they were experiencing — is at its widest point in 4 years, even as the frequency of parent-child conversations about mental health has increased. Frequency of conversation, in other words, may not be sufficient. The quality and depth of those conversations matter enormously.

The report also surfaces a structural communication challenge that may extend into the organizations that employ young adults. The report's findings point toward specific, actionable opportunities for employers who are committed to supporting the behavioral health of their young adult workforce. Drawing from the report's recommendations and the data that underpin them, here are 5 strategies that can meaningfully move the needle.

The report indicates that frequency of conversation does not close the gap between what a young person experiences and what those around them perceive. Focus on conversations that include genuine encouragement, guidance and navigation toward care, which may help translate awareness into action. Investing in manager training that focuses on active listening, destigmatization and care navigation is a high-leverage intervention.

Among those who reported not seeking help for behavioral or mental health concerns, 25% of young adults and students cited cost as a barrier, and 14% of students cited availability. Employers can directly address both through intentional benefit design: working to ensure that mental health coverage is comprehensive and affordable, expanding access to virtual and on-demand behavioral health services that reduce wait times, and providing “in the moment support,” which offers rapid, low-friction pathways to care. Where gaps in coverage exist, employers who offer additional resources designed for low severity mental health needs — such as digital mental health platforms like Calm Health and Behavioral Health Coaching — can meaningfully reduce the cost barrier.

Nearly half of young adults do not know how to access behavioral health services through their coverage. Employers can address this directly by building insurance literacy into onboarding, benefits communications and ongoing employee education efforts. This means going beyond sending benefits guides and instead offering clear, accessible explanations of how to access 24/7 telephonic access to mental health specialists, how to download on-demand support such as Calm Health, how to find a provider, what is covered, how to use telehealth or virtual options and who to contact when questions arise. Care navigation support — whether through a dedicated HR contact, an Advocate or a digital tool — can further reduce the distance between a young employee's need and their first step toward care.

The report found that peers are among the most powerful influences on young people’s willingness to seek care. Employers can harness this dynamic intentionally by cultivating a workplace culture in which employees share experiences with mental health resources, champion well-being benefits and normalize help-seeking behavior. Peer ambassador programs and employee resource groups (ERGs) focused on mental health and visible storytelling from leaders who have personally engaged with behavioral health resources can reinforce the message that seeking care is encouraged and supported.

Given that a significant share of young people are already turning to AI platforms for emotional support and mental health information, employers have a responsibility to engage with this reality proactively rather than reactively. This does not mean discouraging the use of AI tools; it means helping to ensure employees understand their limitations and know when and how to transition to licensed professional support. Clear organizational guidelines, digital well-being resources and regular communications that connect employees to human-centered care pathways can help ensure that AI serves as an on-ramp to care rather than a substitute for it.