Page 8 - Lumber-Building - Reporter Magazine NovDec24

INSURANCE UPDATE

PUZZLING OUT THE

DISCONNECT IN MENTAL

HEALTH: 5 Strategies

for Supporting

Worker Wellbeing

HUB INTERNATIONAL LIMITED

hile more employers understand the importance of mental prioritize their wellbeing.
Whealth support, there's still a disconnect between what workers While three-quarters of employers intend to augment their
need vs. what companies provide. This divergency continues commitment to employee wellbeing, only half of employees say
throughout the US and Canada. However, companies that prioritize they’ve seen such an increase.4
mental health and adopt some simple strategies can make great Most workplaces provide some source of mental health support
strides in improving their employees' overall wellbeing. through an employee assistance program (EAP) or an employee and
The disconnect between the wellbeing of workers and what family assistance program (EFAP). Employers that offer a health plan
company 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
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 look into
About 10% of employees in 2022 reported they were struggling with their mental health benefits plan and consider how they can layer
chronic depression, compared with 6% in 2021. During that same elements to plug these gaps. By understanding what employees need
time 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. To make meaningful
wellbeing is “excellent” or “good,” while about a third report that changes, employers should:
they’re always or often irritable, lonely and depressed, and they don’t
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
recruiting and retention, particularly among young workers, who Insurance Update continued on page 21...

8 LBMAO Reporter - November-December 2024 www.lbmao.on.ca