48% of Employers Say Wellness is a Top Priority So Why Aren’t Employees Using Mental Health Benefits

According to Working Advantage’s latest survey, employers are prioritizing wellness benefits, yet employees aren’t taking advantage of them.

If employers are willing to budget for mental health benefits, there must be a disconnect between what’s already offered.

First, it’s imperative to understand the root problems before developing strategies to solve them.

Accessing Corporate Wellness Solutions Takes So Much Effort, Employees Give Up Before They Can Even Start

When your employees are struggling with their mental health, the last thing they need are hoops to jump through. Corporate wellness solutions often stay buried outside of open enrollment season. That means employees are left to scour for archived emails and enrollment materials for mental health resources.

Additionally, admitting you need mental health support, let alone realizing it, is an undertaking in and of itself. Mental health challenges, and even mental health support, is still stigmatized as a sign of weakness. Plus, carving out time to obtain care means stepping aside from work and home responsibilities, making avoidance easier.

Even when employees are motivated to improve their mental health, everything in their way means friction. Multiple clicks to get to a benefits page, limited appointment booking options, and high costs mean less utilization. Less utilization means employees don’t get the support to be their fullest and best selves at home and work.

Mental Health Benefits Are Overshadowed by Core Offerings

Open enrollment season can feel like a mad dash for your employees as they examine options and tabulate costs. Many employers have shifted more financial responsibility on the employee, making open enrollment the major financial moment. Most employees are comparing coverage between their and a partner's offering and forecasting medical expenses.

Work-life balance benefits, even those with significant value and relevance, often sit in the shadows of benefits conversations. Accessing them takes an additional step and doesn’t have the limited timeline of benefit benefits of selection.

Generally speaking, experts recommend that everyone support their mental health in some way. However, this belief that mental health is part of overall health has yet to take hold among the masses. Oftentimes, mental health care carries a negative connotation, perhaps indicating a chronic condition.

In reality, mental health care is an important component of one’s overall health. Just like exercise keeps the heart, healthy and joints limber, consistent mental care keeps your mind well.

An Investment in Mental Health Feels Like an Unaffordable Luxury

Employees know that attending their annual wellness exam is a baseline healthcare task. Many organizations even incentivize this important check up by offering additional discounts and rewards for completing medical, dental, envision screenings. These incentives are great, but when they don’t exist for mental health, they feel like a luxury expense.

Mental health workplace resources can break down barriers and stigma associated with regular utilization. Solicit stories from willing colleagues to utilize in your communication strategies. Whether it’s an individual agreeing to speak candidly in regular settings, or in a campaign, their influence matters.

Data shows that employees who care for their mental health and well-being have a greater chance at success. Poor mental health makes everything in life more challenging and can distract even the most intelligent and talented person.

By caring for one’s mental health, they can learn to handle stress more effectively and become more resilient. In fact, investing in one’s mental health can even improve long-term earning potential. When your mental health is solid, you have the stamina and focus needed to pursue any goal.

Direct Access Removes the Guesswork, Boosts Program Utilization, and Launches Realizable Benefits

Eliminate friction and provide direct access to the care and support your employees need and deserve. By removing steps, clicks, and barriers to mental health resources, employees gain health care autonomy.

Discounted, direct access options like 30% off BetterHelp allows employees to get care immediately. Without the need for a referral or working through human resources, employees can make appointments immediately. Plus, with the BetterHelp platform, employees can find the best therapist for their needs.

Cost-effective wellness initiatives don’t have to be complicated, in fact they shouldn’t be. By designing an initiative that puts your employees in control using familiar channels, you can make a positive difference. Employees access care without the gatekeeping, your employees improve their wellbeing, and can contribute their best selves at work.

Launch, Nurture, and Promote Your Mental Health Benefits in Alignment with Your People’s Lives

Key to your mental health workplace benefits program is how your organization launches and supports the initiative. Treat your program just as you would a product launch for your customers. Develop a strategy, identify key messages, and devise a program that drives desired actions and reinforces them.

Align the benefits to your employees’ lives and livelihood to key data points that bolster your message. It’s not just about your employees using their benefits – it’s about them realizing their highest potential at work and home. When your employees care for their mental well-being, they show up ready to contribute to your mission every day.