Organizations are looking to better support their employees’ mental wellbeing while potentially reducing the economic impact of mental health challenges in the workplace (presenteeism).
Breaking Down Traditional Barriers
One of the most significant challenges in workplace mental health support has been the limited utilization of traditional Employee Assistance Programs (EAPs). Despite expectations that EAP usage would surge during the pandemic, utilization rates remained surprisingly flat at around 9-10%. This highlights the need for a more comprehensive and accessible approach to mental health support.
Let’s Talk Numbers First
Before we discuss solutions, you need to understand what we’re dealing with. The statistics are striking:
- By age 40, one in five of your employees will face a diagnosable mental health condition
- Half of your workforce either has dealt with or will deal with mental illness
- Each week, about 500,000 Canadians miss work due to mental health issues
- Your business is part of a national productivity loss of $50 billion annually due to mental health challenges
- When an employee goes on disability for mental health reasons, it typically costs twice as much as a physical illness claim
Why Traditional EAPs Aren’t Enough
Here’s something that might surprise you: despite the pandemic, Employee Assistance Program (EAP) usage stayed flat at around 9-10%. As your advisor, I have to ask: if only 1 in 10 of your employees is using these services during unprecedented stress, is your current solution really working?
Think of mental health support like a toolkit. Your current plan might have a hammer (your EAP), but today’s workforce needs a complete set of tools:
- Mental health coaches for ongoing support
- Healthcare navigators to guide employees to the right resources
- Short-term counseling for immediate needs
- Extended support for longer-term challenges
- Digital self-help programs
- Online therapy options
- Traditional in-person services
Making It Work for Your Budget
One of the most innovative solutions I’m seeing is internet-delivered Cognitive Behavioral Therapy (iCBT)- this is sometimes included already in your benefits plan!
It’s:
- More affordable than traditional therapy
- Accessible 24/7
- Guided by real therapists
- Perfect for employees working various shifts
- Effective for long-term conditions
When you invest in comprehensive mental health support, you’re likely to see some ROI:
- Reduced disability claim durations
- Faster return-to-work times
- Improved productivity
- Better employee retention
- Stronger team morale
Practical Next Steps
- Review your current mental health benefits utilization
- Assess gaps in your current coverage
- Consider adding modern solutions like mental health coaching or iCBT
- Develop a communication strategy to promote available resources
- Train managers to support mental health initiatives
Your younger workers expect robust mental health support. They’re more open about mental health and can make employment decisions based on available wellness benefits. If you want to attract and retain top talent, this is an important conversation.
My Bottom Line Advice
The most successful companies I work with aren’t just offering traditional EAP programs anymore. They’re creating comprehensive mental health strategies that include multiple access points for support, proactive outreach, and digital solutions. This isn’t just about being caring employers – it’s about protecting your bottom line by reducing disability claims, improving productivity, and maintaining a healthy, engaged workforce.
Ready to Modernize Your Mental Health Benefits?
Let’s schedule a meeting to review your current plan and discuss how we can incorporate some of these innovative solutions. –Booking Link
References:
- [Source: CMHA, 2023]
- [Source: CAMH, 2023]
- [Source: Mental Health Commission of Canada, 2023]
- [Source: CAMH, 2023]
- [Source: Mental Health Commission of Canada, 2023]
