Give employers the tool kit to support employees' mental health

As brokers and advisers, our role is to help HR professionals and C-Suite executives protect their most precious asset: human capital. That mission has been strained by the pandemic, which led to the Great Resignation — and has now placed an enormous toll on organizations that are craving an additional layer of support.  

We have a mental health crisis happening in our nation, one that impacts our clients' employees and family members. One national remedy has been the establishment of a three-digit 988 Suicide & Crisis Lifeline, modeled after 911, that since July 16 has been connecting people in distress to a trained mental health professional. Corporate America wants to answer the call for help; they just need a clear plan that's easy to follow. Advisers can guide and coach their clients through this process.  

Read more: How can employers make mental health benefits work for their teams?

We have a shortage of mental health providers in our country, and many of them do not contract with insurance carriers. But benefit advisers bring resources, tools and support to help companies navigate through the aftermath of the pandemic. In four steps, employers can make sure that the mental health needs of the employees are being addressed, while also protecting their bottom line. It starts with primary care physicians (PCPs) and pediatricians who are trained to recognize when professional mental health providers should be introduced into the health plan.  

Step one: Analyze
Advisers can identify what resources are already available and which ones may be needed, as well as identify duplications in a company's benefit offerings. They check benefit policies to learn how mental health services are accessed and where health plan members can go for care, then communicate that to the employee populations they serve. If there's an employee assistance program in place, these resources are typically available at no charge to employees.  

Advisers can lay out educational materials and videos to help employees know where to go for help — for themselves and their family members. This should include promotion of the new 988 hotline both online and off-line, perhaps with posters that are displayed in break areas. The process may start with their PCP, then move to an EAP, telehealth, a specialist, community resources or a phone app like Calm for reflecting on gratitude and peace. 

Advisers can help their clients ensure that they consider all economic classes of employees so that it isn't just those with surplus resources enrolling in the medical plan. The Substance Abuse and Mental Health Services Administration offers tips and resources on mental health, while leveraging wellness resources can help spread the word internally on the importance of mental health. 

Read more: Qualtrics chief people officer leads by example to help improve employee mental health

Two such examples, Motiversity and Healthy Mindset, both channels on YouTube, are free and available 24/7. Advisers have access to wellness newsletters and trainings for total health strategies that address nutrition, exercise and sleep, all of which are deeply intertwined with mental health. The mind and body are related, so it is important for people to protect their physical health, so they can have the vitality needed to deal with the mental stresses of life. 

Step two: Protect
Confidentiality is a must. Employees need to know they can seek help for mental health issues and substance abuse concerns and identify resources with complete confidentiality. Employees need to know they work in a safe and supportive environment and that asking for help will not threaten their career. Wellness workplace programs should reinforce this message all year long. Conversations between a benefit adviser and employee are confidential and will allow HR to stay at arm's length from private information, thus reducing liability for the employer, while getting the employee moving in the right direction in seeking assistance.

Step three: Support
People have a hard time asking for help, which is why managers and supervisors need to be trained on how to recognize depression, isolation, anxiety, stress and substance abuse. 

Organizations with proactive approaches can prevent a tragedy like suicide or violence at work from occurring. Benefit advisers have closed-loop training systems that HR can access to handle the heavy lifting of training programs and automate the entire process. It's important to know the early warning signs, and teach them to managers and employees so they too can recognize when someone needs care. Signs to watch for include pulling away from people, low energy, severe mood swings, unexplained aches, eating too little or too much, smoking, drinking and drugs, and not being able to perform normal tasks. 

Read more: Avoid 'toxic positivity' when discussing current events at work, Calm CPO says

Step four: Monitor
Healthy employees are more productive, which bolsters the bottom line.  Advisers can review medical plan contracts to ensure there's no waste in their client's plan. If employers aren't careful, they will be paying for a four-star-resort rehab facility for behavioral care, though there is absolutely no evidence that this approach is better at providing the needed care for mental health or substance abuse recovery. Workplace wellness initiatives don't need to be open credit cards to be effective for members. Advisers who are questioning claims and preventing abuse are aiding companies in their fiduciary role by managing plans responsibly and in the best interest of members.    

Advisers can lead the way to to happier, healthier days for a client's workforce by being their guide, identifying available resources, and providing support and tools. These efforts will enable employees and their families to live fully and contribute at their maximum ability in the workplace.