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Questions Answered: How Can Employers Address and Support Mental Health Issues?

Dan Jolivet, PhD, workplace possibilities practice consultant at The Standard, answered questions from DMEC members in the DMECommunities Mental Health group in May 2023. The following excerpts provide a snapshot of the live event, which was open to DMEC members, who can access the full Q&A on DMECommunities, an online platform for discussing absence and disability management issues.

Leave Technology: Paid Leave and Employee Health

close up of someone typing with a digital graphic overlay that has the words employee benefits
A well-communicated leave program is a critical way to help employees improve their health by alleviating stress, combating burnout, and improving work-life balance. These outcomes alone demonstrate why leave should be a cornerstone of any competitive benefits program.

Common Sense Compliance: Mental Health Treatment to Ensure Compliance

Workplace mental health has become a bigger focus for employers since the start of the pandemic. While employers are uniquely positioned to offer benefits that support employees’ mental health, they must adhere to employment laws. A growing number of leave and accommodation laws support access to mental health treatment and require employers to accommodate certain mental health conditions.

Employer Solutions: Reevaluate Your Mental Health Resources

Mental health is not just a public health issue but a workplace issue. In 2022, 71% of U.S. employers said the deteriorating mental health of their workforce negatively affected their bottom line. Employers are in a unique position to help millions of Americans. The mental health support employers offer can and should include a range of resources because when it comes to mental health, one size does not fit all.

Integrated Absence Management: Mental Well-Being at Home and Work

With a 25% global increase in anxiety and depression and less access to quality mental healthcare, it’s not surprising that we’ve seen significantly more absenteeism and resignations. Disruptions at work and at home contribute to those increases. Traditional mental healthcare does not address these types of problems directly. A more effective approach is needed to help employees adapt to these challenges.

Absence Matters: Addressing Mental Health

It’s become evident in the last few years that employer-provided behavioral health support is more important than ever. A recent survey reports that 93% of employee benefits leaders believe mental health support will remain a high priority for the next three years. Employers that invest in mental health programs will see results in the bottom line.

Employer Showcase: SAW Approaches to Mental Health-Related Requests

The team at University of Iowa Hospitals & Clinics supports leave and accommodation requests for direct patient care staff and those who support business operations. Accommodation requests for medical conditions, including mental health conditions, are up 55%, and leave requests are up 11% from 2020 overall. Based on this data, they recognized the need for better support to manage these events in a healthy way.

Employer Showcase: Technology & Mental Health Offerings

Puget Sound Energy prioritizes mental health and encourages employees to use resources to assess and maintain their mental wellness on a regular basis. Technology makes access easier for employees to engage with resources any time they need them.

Employer Solutions: Preventable Absences

Man sitting a computer stretching his arms out in front him with linked hands pushing outward
Being proactive with your employees’ health and safety is essential to keep your workforce productive. Conditioning programs, ergonomics training, lessons in lifting, physical ability tests, and employee assistance programs can be effective prevention strategies to consider.

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