Mental health benefits

Employees are cautious about discussing their mental health at work, but addressing these challenges can improve outcomes and lower healthcare costs.

“Silence is not going to work,” says Tammy Fennessy, director of benefits for American Eagle Outfitters. “We view silence as an acceptance of racism — it’s not helping the cause.”

Major depression is just one of hundreds of conditions where employers struggle to improve outcomes and costs.

Organizations addressing the post-pandemic return to work will be required to assemble teams of specialists in safety, security, HR and risk management to aid in the challenge.

Employees are struggling to improve their mental health as the coronavirus is still a main concern, combined with the racial injustice crisis the country is facing.

Employee mental health is vital to a company’s performance, but the pandemic is worsening wellness as time passes and long-term effects compound, driving more insomnia, stress, anxiety, depression, and post-traumatic stress.

Out of the employees surveyed in the U.K., the U.S., Singapore and the United Arab Emirates, those in the U.S. are the most likely to lie to their employer about their reason for taking a sick day.

Corporate messages and social media outreach may be well intended, but diversity experts say companies need to do more to support Black employees in a time of crisis.

Employee mental health is a workplace crisis, with frontline workers struggling with increased anxiety and depression during the coronavirus pandemic.

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.”