For every dollar invested in depression and anxiety treatment, there is a return of $4 from improved health and the ability to work.1
That can be a significant return on investment all around, for clients and employees. Consider this: Our own internal claims analysis shows that as a percent of total disability claims, mental health-related claims have doubled in the past decade from 7 percent to 14 percent.2 What's more, employees experiencing mental distress use, on average, nearly $3,000 more in health care services per year than their peers.3
It’s true that more employers are beginning to prioritize mental and emotional health resources — in fact, 90% of employers say behavioral health is a priority over the next three years.4 But clearly, they need to effectively step up their efforts and close the workforce emotional health perception gap – and you can provide the guidance they need to help make it happen.
For a more in-depth look at additional trends impacting workforce well-being, read our latest report “Mind, Body, and Wallet: Workforce well-being in the pandemic era.”
Three in four workers cite stress and burnout as their biggest mental health challenges.5
Libby Erenson, VP of People at Spring Health, says burnout is a unique phenomenon because of how personal it can be. Watch for an explanation:
Even if work is not the primary source of their burnout, other stressors can show up at the workplace in the form of lost productivity and disengagement. The mental wellness benefits your clients offer should help employees find their right balance.
Over half of employers agree that expanding their workforce’s use of mental and emotional health resources is a priority.6
As Americans quit their jobs in record numbers (4.5 million in November 2021 alone) and experience increased mental or emotional health problems as a result of the pandemic,7 it’s clear employers can’t afford NOT to implement strategies that address and improve mental health in the workplace. Daniel Harrah, National Director of Clinical Partnerships, Spring Health, says organization leaders can be trained to help steer employees in the right direction when they need access to care:
“I’m not training you to become a mental health clinician,” Harrah explains. “But I am training you to know where the mental health clinicials are, so you can encourage somebody to go talk to one. It’s not your job to fix the problem, or even really understand the problem, but it is your job to recognize and respond to that issue.”
For insights and discussion, register to watch our webinar “Mental Wellness and the Great Resignation: What employers need to know.”