This article was first published in Employee Benefits News in September 2023.
Mental health is not just a public health issue. It is also a workplace issue. Employers who cultivate a company culture that proactively supports mental wellness can gain a competitive edge in their ability to attract and retain talent.
"An employer's support of mental health in the workplace can be a differentiator in today's challenging labor market," says Adele Spallone, head of clinical operations for Workers’ Compensation and Group Benefits at The Hartford. "Our research found that a majority of U.S. workers [61%] said they want to work for a company that prioritizes its employees’ mental health.”
Many of today’s employees are burned out and stressed as long work hours, heavy workloads and economic uncertainties take their toll. It is possible that some of your employees are among them.
According to The Hartford’s 2023 Future of Benefits Study, 60% of U.S. workers surveyed said they are experiencing some level of burnout. Why? Many respondents said their employer expects their workforce to work long hours or be available after normal working hours.
Now throw into the mix financial concerns in today's uncertain economy, such as inflation's impacts on prices of everyday products, childcare and housing.
Feelings of burnout and stress not only impact one’s personal life — often resulting in irritability, unhealthy eating habits and trouble sleeping — but they can also negatively affect their productivity on the job.
In fact, the World Health Organization stated that, globally, workers collectively lose an estimated 12 billion working days every year to depression and anxiety at a cost of $1 trillion per year in lost productivity.
Further underscoring this point, The Hartford's Future of Benefits Study has shown, year-over-year, a connection between employee mental well-being, mental health support and the impact on a company's bottom line. In the most recent 2023 study, 64% of Human Resources (HR) professionals said the deteriorating mental health of their workforce has a negative financial impact on their company.
Not only is job-related burnout real, but also the stigma associated with mental health. That is why it is critical that employers cultivate a culture that proactively supports mental wellness and ensures that everyone has access to the support and resources they need – and feels safe and comfortable seeking help. This leads to employees who are less stressed, more engaged, and, ultimately, more productive.
Transforming Mental Health
Employers are uniquely positioned to transform mental health. While there's no one-size-fits-all approach, the mental health support that companies can offer should encompass a range of resources– along with encouragement to use them.
"Employers have the power to transform mental health through empathetic leadership, inclusive and collaborative workplaces that foster connection, and more resources tailored to the unique needs of employees and their families," Spallone says.
One of the key steps is removing the stigma associated with mental health. Stigma can be a major barrier to employees seeking help, so it is important that employers have senior leadership buy-in and manager training that will make it safe to speak out in the workplace and okay to access mental health support.
Spallone explains it is important managers are properly trained and equipped with the knowledge to spot signs of someone struggling (irritability, lateness, changes in appearance or increased conflict). Managers should also understand how to refer those employees to the right resources.
Research suggests there remains room for improvement. According to The Hartford's research, more than half (58%) of U.S. workers surveyed said they believe employers should provide more mental health training for managers. U.S. workers also said that employers should provide additional mental health tools for employees (59%) and better resources for their dependents (58%).
Spallone offers these actions for employers looking to better support mental health in the workplace:
- Invest in manager training on mental health fundamentals so they can better identify signs that a worker may be struggling or burnt out.
- Think beyond the traditional EAP and consider adding digital apps and wellness programs to their benefits packages.
- Keep in mind that wellness programs designed for specific issues, such as insomnia, have added mental health advantages.
- Foster a stigma-free culture with leaders using inclusive language, demonstrating empathy, prioritizing confidentiality and modeling behaviors.
- Provide staff with greater flexibility for a better work/life balance (enabling remote or hybrid work, more breaks or adjusting shifts)
- Review EAP capabilities to ensure they align with workers' needs. An examination of data gathered about EAP services used by employees and their dependents, such as number of sessions used and reasons for visits, will help employers assess employees' needs and gauge the value of offered services.
- Help make employees aware of mental health and emergency crisis hotlines, such as the helpline by the National Alliance on Mental Illness.
In addition, it is important for employers to invest in inclusive mental health initiatives and embed those initiatives into diversity, equity and inclusion (DEI) strategies. By making the business case for mental health as part of DEI, employers can help company leaders understand the tangible business benefits of having an inclusive culture grounded in equity. Doing so can be a powerful differentiator in today's labor market.
"All Americans deserve safe, supportive and mentally healthy work environments," says Spallone. "It is vital that companies take action today to break down stigma and prioritize DEI. Together, we can make a difference and improve the lives of millions of U.S. employees and their families."
La información proporcionada en estos materiales brinda información general y de asesoría. It shall not be considered legal advice. The Hartford does not warrant that the implementation of any view or recommendation contained herein will: (i) result in the elimination of any unsafe conditions at your business locations or with respect to your business operations; or (ii) be an appropriate legal or business practice. The Hartford assumes no responsibility for the control or correction of hazards or legal compliance with respect to your business practices, and the views and recommendations contained herein shall not constitute our undertaking, on your behalf or for the benefit of others, to determine or warrant that your business premises, locations or operations are safe or healthful, or are in compliance with any law, rule or regulation. Readers seeking to resolve specific safety, legal or business issues or concerns related to the information provided in these materials should consult their safety consultant, attorney or business advisors. All information and representations contained herein are as of [09/2023].
Brought to you by The Hartford. The content displayed is for information only and does not constitute an endorsement by, or represent the view of, The Hartford.
Information and links from this article are provided for your convenience only. Neither references to third parties, nor the provision of any link imply an endorsement or association between The Hartford and the third party or non-Hartford site, respectively. The Hartford is not responsible for and makes no representation or warranty regarding the contents, completeness, accuracy or security of any material within this article or on such sites. Your use of information and access to such non-Hartford sites is at your own risk. You should always consult a professional.
