Page 8 - July-August 2025 REPORTER - optimized

INSURANCE UPDATE

PUZZLING OUT THE DISCONNECT

IN MENTAL HEALTH:

Strategies for Supporting Worker

Wellbeing

HUB INTERNATIONAL LIMITED

he disconnect between the wellbeing of workers and what family assistance program (EFAP). Employers that offer a health plan
Tcompany executives perceive to be the temperature of the room must cover mental health, but those benefits are often limited. Even
remains a pervasive issue in the workplace. While research shows accessing help can feel like you’re navigating a labyrinth: It is difficult
that most C-suite leaders actively prioritize worker wellbeing in their to obtain referrals, retrieve payment accounts, meet deductibles,
overall benefits strategy, many employers are puzzled as to why their and simply find an available mental health professional. Similarly,
attempts aren’t resonating with workers — or helping to improve their companies generally offer only a few therapy sessions under an EAP.
mental health.
Oftentimes, worker mental health needs and a company’s offered Data analysis is key to finding the right wellbeing strategy
mental health benefits just don’t fit. While the pandemic sparked Employers that offer mental health counseling or short-term
an uptick in mental health issues, the issue has not abated as today’s counseling resources from an EAP may be checking off a box — but
workers continue to grapple with severe mental health concerns. it’s unlikely to be effective on its own. Leadership needs to investigate
About 10% of employees in 2022 reported they were struggling their mental health benefits plan and consider how they can layer
with chronic depression, compared with 6% in 2021. During that elements to plug these gaps. By understanding what employees need
same period, the number of employees that reported substance use and finding an insurance partner with innovative solutions, employers
disorders, self-harm and suicidal thoughts also rose 2%. 1 can present a comprehensive mental wellbeing strategy — one that
Approximately 63% of employees say their physical and mental will provide the resources workers truly need.
wellbeing is “excellent” or “good,” while about a third report that
they’re always or often irritable, lonely, and depressed, and they don’t To make meaningful changes, employers should:
believe that their manager cares about their wellbeing. 2 • Analyze the data. Review claims history, including healthcare and
Employee apprehension has not made it easier: 30% of workers disability claims, costs and duration of leave and prescription drug
would not seek out help from a workplace resource over privacy use. If mental wellbeing has been largely ignored, it will be reflected
concerns, stigma, and insufficient information on what’s available. 3 in rising claims costs in those areas.
Ignoring mental health can have significant consequences, • Use data to identify the gaps. A deep dive can help answer
including higher rates of absenteeism and presenteeism, additional questions such as: Can employees access counseling without
short and long-term disability and workers’ compensation claims paying a high deductible? Can they find providers willing to take
and rising health care costs from co-morbidities. It can also impair their insurance? Are enough sessions provided through the EAP/
recruitment and retention, particularly among young workers, who EFAP — and are employees even aware of the benefit? Are workers
prioritize their wellbeing. in different demographics disproportionately using — or finding it
While three-quarters of employers intend to augment their difficult to access — the benefits?
commitment to employee wellbeing, only half of employees say • Up your communication. An organizational-wide mental health
they’ve seen such an increase. 4 awareness campaign can help destigmatize mental health issues
Most workplaces provide some source of mental health support and make employees aware of available resources. Adding a layer of
through an employee assistance program (EAP) or an employee and Continued on page 22...

8 LBMAO Reporter - July-August 2025 www.lbmao.on.ca