How Employers Can Address Shortfalls in Mental Health Benefits

    It’s been hard to miss the impact of the worsening mental health crisis amidst snowballing news coverage of record high suicide rates (14.7 per 100,000 people), higher rates of anxiety among 43% of adults and the one in six children aged six to 17 with a mental health disorder.

    Detroit employers might feel they’re doing their part to address the issue. Among large U.S. employers last year, 94% strengthened their coverage. But something’s not working when one-third of employees still say they’re always or often irritable, lonely or depressed – and they don’t think their managers care.

    Here’s how a re-strategizing of mental health benefits can overcome the limitations of employee assistance programs (EAPs), employee and family assistance programs (EFAPs) and the health plan’s mental health benefits:

    Analyze the data. Evaluate the data to understand mental health needs by reviewing claims history, including mental health-related healthcare and disability claims, costs, and leave durations, which may highlight emerging issues. Utilize analytics to identify gaps in mental health coverage, such as whether insurance is accepted for mental health services and, if counseling is accessible, without high deductibles. This analysis will also help determine which employee demographics are underutilizing mental health benefits, indicating potential barriers in awareness and access.

    Communicate. An organization-wide mental health awareness campaign can destigmatize the issue and drive awareness of resources. Mental health training helps identify those who are struggling.

    Consider adding supports. The health plan might enhance mental wellness care, adding more therapy visits to an EAP/EFAP, tele-therapy solutions, or contracting with a third-party vendor for enhanced support.

    Get leadership support. Leaders must walk the talk, upholding and being role models for creating a psychological safe workplace – and successful mental health program.

    Anja Harmon is Senior Vice President, Employee Benefits for international insurance brokerage Hub International Michigan. She works with companies of all sizes to consult on their benefits programs and to help manage risk.