5 considerations when supporting employee mental health needs and comorbid conditions

Mental health is a significant concern across the U.S. workforce. 

According to the National Institute of Mental Health (NIMH), more than one in five American adults lives with a mental illness. Additional physical health conditions, or comorbidities, such as hypertension, diabetes, chronic lung disease and heart disease, compound these challenges for many. This scenario creates a complex web of health needs that can be difficult for employees to navigate and for employers to support effectively.

The connection between comorbid conditions and mental health is well-documented. The ongoing management of a chronic health condition demands both mental and physical stamina to maintain a consistent, positive health status. For instance, individuals with diabetes are two to three times more likely to experience depression. Similarly, depression is a common comorbidity in cancer patients, with prevalence rates up to three times higher than in the general population.

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Employers need a deeper understanding of employee populations

Employers must develop strategies that address the whole person to build a healthier, more productive workforce. This approach requires a deeper understanding of employee populations and a commitment to breaking down the barriers that prevent them from accessing care.

With high-quality care a priority, employers may face several challenges connecting their employees with a qualified clinician or mental health professional. A persistent shortage of mental health professionals means over half of the U.S. population lives in designated Mental Health Professional Shortage Areas. Inaccurate provider directories and high out-of-pocket costs make it difficult for employees to navigate the insurance system to find the care they need and can afford.

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Five considerations for improved care

Here are five considerations for companies that want to improve care for their employees with mental health and comorbid conditions: 

1. Who is at the highest risk?
Identify which employees are most vulnerable to effectively target available resources. Use data analytics to understand the prevalence of comorbid conditions, demographic trends and social determinants of health within your workforce. This enables you to focus on the members who need them most and pilot targeted programs in high-need regions.

2. How can we improve access to care?
Even with resources available, employees often struggle to connect with providers. You can help by working with your insurance carriers to ensure provider directories are accurate and updated. Promoting telehealth options and virtual care solutions can also bridge gaps in access, especially for those in areas with provider shortages.

3. Are our vendors effective?
Your benefits ecosystem likely includes multiple vendors, from insurance carriers to employee assistance programs (EAPs). Ensure these partners are communicating to create a seamless experience for your employees. Coordinated care helps prevent members from falling through the cracks and ensures they access the right resources at the right time.

4. Do employees know where to find resources?
Employees may not be aware of all the benefits available to them. Launch communication campaigns to promote your mental health resources, particularly low or no-cost options like EAP counseling services. Regular, clear communication helps reduce stigma and encourages employees to seek help when needed.

5. How can we ensure quality of care?
Access to care is only the first step; quality of care is essential. Work with your provider networks to incorporate personalized treatment plans and track compliance with evidence-based standards. By focusing on measurable outcomes, such as medication adherence or absenteeism, you can ensure your employees receive effective, high-quality treatment that supports their long-term well-being.

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The focus on whole-person care strengthens the organization

Supporting employees with comorbid mental and physical health conditions requires a strategic, data-driven approach. By focusing on whole-person care, employers move beyond simply offering benefits and begin to build a culture of health and well-being. This involves using data to understand your employees' unique needs, breaking down barriers to access, and partnering with your vendors to deliver high-quality, coordinated care. Investing in your employees' health leads to a more engaged and productive workforce, which strengthens the overall organization.