How to Connect Your Employees with the Right Mental Health Benefits 

The 2024 State of Workplace Empathy data reveals 70-point gaps exist between the mental health benefits employees say they want most versus what employees are using. 

The key to closing this gap is to understand what factors are contributing to the differences between what employees are expecting and needing against what they have access to. Plus, a general understanding of the current state of employees’ take on mental health within organizations.  

The data from Businessolver’s 2024 State of Workplace Empathy revealed: 

• Mental health stigma: 67% of employees say that companies view someone with a mental health issue as “weak” or “a burden” 

• Benefits confusion: On average, 84% of employees are confused about their benefits. This also has an impact on being able to find, access, and use benefits, including mental health resources. 

• Lack of trust: Employees are more likely to see support outside of the workplace, with 40% saying they sought help from family and only 11% saying they used company-provided resources. 

• Quality resources: 20% of employees rate their mental health resources as “basic.” 

Here are the top ideas to consider in your organization to meet the mental health needs of your employees in your organization.   

Mental health benefits are not one size fits all

Everyone has different health goals and wellbeing needs. Having a diverse suite of mental health benefits can offer more flexibility and equity within your benefits program—which can go a long way in helping employees feel supported when it comes to their wellbeing. 

Consider this: A worker who lives in a rural area won’t have the same access to mental health professionals in their town as a worker who lives in a large metropolitan area. Having access to virtual care options, like virtual counseling, provides more accessibility for all workers. 

These mental health benefits and resources regularly top the list of what employees say help them care for their mental health: 

• Open door policies 

• Mental health benefits offered at enrollment 

• Employee assistance programs (EAPs) 

• Flexible working hours 

• Access to online mental health resources, like virtual therapy 

• Encouraged to take breaks from work  

Make it easy for employees to access and use their mental health benefits

Diversifying access points for employee benefits can go a long way in making it easier for people to manage their wellbeing. While digital formats like mobile apps and emails are among the most popular—and effective—methods to driving employee engagement, they don’t resonate with everyone.  

Not all employees are desk-based, and not everyone has access to a company-provided device for their job. By providing multiple access points for benefits—QR codes, a mobile app, break-room posters, physical post cards, etc.—benefits teams can help make it easier for their employees to know what’s available to them and access it when and where they need it. 

Breaking the stigma goes a long way to help employees feel comfortable using mental health resources

One of the most significant barriers to employees seeking mental health support is the stigma surrounding mental health issues. However, fostering an environment where mental health is openly discussed helps dismantle that stigma.  

Employees who feel comfortable discussing their mental health are more likely to seek out the benefits their employers offer, feel safer in discussing their experiences and asking for help, and feel more supported at work.  

Creating a stigma-free workplace requires authentic conversations about mental health at all levels of the organization. When leadership shares their own experiences or advocates for mental wellbeing, it sets a powerful example that encourages employees to do the same. These conversations help reinforce a culture of support and acceptance, allowing everyone to feel safe in utilizing their mental health benefits without fear of judgment.  

How to support employee mental wellbeing year-round

Supporting mental health should be a proactive strategy for your organization rather than reactive. This starts by building and encouraging a culture founded on empathy.  

Here’s how to get started:  

• Encourage open communication: Create an environment where people feel safe and comfortable sharing their experiences and discussing mental health concerns.  

• Communicate Like a Marketer: Actively communicate the availability of mental health benefits and resources through an omni-channel approach, including text, newsletters, emails, and intranet sites. Use storytelling and testimonials to highlight positive experiences and outcomes.  

• Conduct regular employee feedback surveys—and listen to the data: We regularly survey (or pulse) our employees at Businessolver—it helps us understand how our people are feeling and where we have opportunities to lean in and provide more support. 

• Offer Workplace Flexibility: Provide flexibility to reduce stress and improve work-life balance. Not all employers can offer the same level of flexibility, but the data underscores the importance of being deliberate and innovative in finding pathways to it. 

• Provide Regular Training and Education: Conduct regular training on mental health topics. Educate employees on recognizing the signs of mental health issues and knowing when and how to seek help.  

Closing the mental health benefits gap drives success for everyone and your organization. By helping close the gap between employees and their mental health benefits, employers can create a more supportive and productive work environment.  

Learn more about how empathy in the workplace plays a role in mental health and accessing benefits.