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Around 63% of workers say their company could do more to support their emotional and mental health during the COVID-19 pandemic. Within this group, 22% said their company’s response was “barely adequate,” “a disaster” or “non-existent.”

“As that complexity has grown, it was important for us to make sure that we continue to invest in capabilities that are going to be the necessities that employers are looking for,” says Voya executive Lou Strippy.

Instead of choosing a one-size-fits-all plan for a group, employers can offer fixed reimbursements that employees can use to purchase their own insurance or use for medical expenses.

Many organizations have taken significant steps to reduce employment costs, and nearly a third already have or plan to furlough workers, with another 19% saying they might if necessary, according to a survey by Unum.

SmartPath is providing a free online resource to help employees identify their financial options during the coronavirus pandemic.

“It is critical for employers to actively demonstrate their commitment to mental health parity. Fear and stigma can only be overcome when employees believe their workplace provides a safe environment,” says Dr. Eric Hart, chief medical officer of Healthstat.

Five workers and their families allege that the fast-food chain is endangering its employees.

The pandemic highlights why employers must have well-defined core values and communication strategies.

Workplace strategies and benefits need to support employees during a crisis that address the whole person — financial, connectedness, and physical and behavioral health.

Americans’ retirement savings are increasingly threatened by disabilities that temporarily keep employees out of work by turning to hardship withdrawals from retirement plans.