In today’s diverse workforce, mental health challenges can vary widely; different cultures, finances, relationship status, and more can affect employees’ well-being — at home and at work.
It’s an escalating issue — and it’s increasingly essential for employers to consider an inclusive approach to well-being, while offering tools and resources that help employees deal with the many challenges they face.
In today’s diverse workforce, mental health challenges can vary widely; different cultures, finances, relationship status, and more can affect employees’ well-being — at home and at work.
It’s an escalating issue — and it’s increasingly essential for employers to consider an inclusive approach to well-being, while offering tools and resources that help employees deal with the many challenges they face.
In today’s diverse workforce, mental health challenges can vary widely; different cultures, finances, relationship status, and more can affect employees’ well-being — at home and at work.
It’s an escalating issue — and it’s increasingly essential for employers to consider an inclusive approach to well-being, while offering tools and resources that help employees deal with the many challenges they face.
In today’s diverse workforce, mental health challenges can vary widely; different cultures, finances, relationship status, and more can affect employees’ well-being — at home and at work.
It’s an escalating issue — and it’s increasingly essential for employers to consider an inclusive approach to well-being, while offering tools and resources that help employees deal with the many challenges they face.
Mental wellness is a continuum. Everyday stresses can build and contribute to more significant mental health issues.
Nearly 1 in 4
American adults
suffer from mental health issues —
from mild or moderate mental distress to serious mental illness.
Source: “Mental Illness,” National Institute of Mental Health, March 2023, https://www.nimh.nih.gov/health/
statistics/mental-illness.
The prevalence of mental health issues certainly increased with the beginning of the pandemic; in the first year of COVID-19, anxiety and depression increased globally by 25%.1 But this increased need for mental health services continues today, with rates of burnout, anxiety and depression at record levels — all while access to care is becoming even more difficult, with one survey showing only 28% able to find the care they needed.2,3
There’s a direct link between your employees’ mental wellness and your company’s productivity and profitability. Nearly 1 in 5 American workers rate their mental health as fair or poor, reporting about four times more unplanned absences due to mental health as workers who rate their mental health as good or excellent.
This lost productivity is estimated to cost the economy over $47 billion annually.4
A primary focus: mental health, disability and the whole employee
1 “COVID-19 Pandemic Triggers 25% Increase in Prevalence of Anxiety and Depression Worldwide,” World Health Organization, March 2, 2022.
2 Cording, Jess, “Mental Health in the Workplace: Predicted Trends for 2023,” Forbes, January 16, 2023.
3 Warren, Darice, “The State of Mental Health in America 2023: Adult Prevalence and Access to Care,” Next Step Solutions, 2023.
4 Witters, Dan and Agrawal, Sangeeta, “The Economic Cost of Poor Employee Mental Health,” Gallup, December 13, 2022.
Mental wellness is a continuum. Everyday stresses can build and contribute to more significant mental health issues.
Nearly 1 in 4
American adults
suffer from mental health issues —
from mild or moderate mental distress to serious mental illness.
Source: “Mental Illness,” National Institute of Mental Health, March 2023, https://www.nimh.nih.gov/health/
statistics/mental-illness.
The prevalence of mental health issues certainly increased with the beginning of the pandemic; in the first year of COVID-19, anxiety and depression increased globally by 25%.1 But this increased need for mental health services continues today, with rates of burnout, anxiety and depression at record levels — all while access to care is becoming even more difficult, with one survey showing only 28% able to find the care they needed.2,3
There’s a direct link between your employees’ mental wellness and your company’s productivity and profitability. Nearly 1 in 5 American workers rate their mental health as fair or poor, reporting about four times more unplanned absences due to mental health as workers who rate their mental health as good or excellent.
This lost productivity is estimated to cost the economy over $47 billion annually.4
A primary focus: mental health, disability and the whole employee
1 “COVID-19 Pandemic Triggers 25% Increase in Prevalence of Anxiety and Depression Worldwide,” World Health Organization, March 2, 2022.
2 Cording, Jess, “Mental Health in the Workplace: Predicted Trends for 2023,” Forbes, January 16, 2023.
3 Warren, Darice, “The State of Mental Health in America 2023: Adult Prevalence and Access to Care,” Next Step Solutions, 2023.
4 Witters, Dan and Agrawal, Sangeeta, “The Economic Cost of Poor Employee Mental Health,” Gallup, December 13, 2022.
Mental wellness is a continuum. Everyday stresses can build and contribute to more significant mental health issues.
Nearly 1 in 4
American adults
suffer from mental health issues —
from mild or moderate mental distress to serious mental illness.
Source: “Mental Illness,” National Institute of Mental Health, March 2023, https://www.nimh.nih.gov/health/
statistics/mental-illness.
The prevalence of mental health issues certainly increased with the beginning of the pandemic; in the first year of COVID-19, anxiety and depression increased globally by 25%.1 But this increased need for mental health services continues today, with rates of burnout, anxiety and depression at record levels — all while access to care is becoming even more difficult, with one survey showing only 28% able to find the care they needed.2,3
There’s a direct link between your employees’ mental wellness and your company’s productivity and profitability. Nearly 1 in 5 American workers rate their mental health as fair or poor, reporting about four times more unplanned absences due to mental health as workers who rate their mental health as good or excellent.
This lost productivity is estimated to cost the economy over $47 billion annually.4
A primary focus: mental health, disability and the whole employee
1 “COVID-19 Pandemic Triggers 25% Increase in Prevalence of Anxiety and Depression Worldwide,” World Health Organization, March 2, 2022.
2 Cording, Jess, “Mental Health in the Workplace: Predicted Trends for 2023,” Forbes, January 16, 2023.
3 Warren, Darice, “The State of Mental Health in America 2023: Adult Prevalence and Access to Care,” Next Step Solutions, 2023.
4 Witters, Dan and Agrawal, Sangeeta, “The Economic Cost of Poor Employee Mental Health,” Gallup, December 13, 2022.
Mental wellness is a continuum. Everyday stresses can build and contribute to more significant mental health issues.
Nearly 1 in 4 American adults
suffer from mental health issues — from mild or moderate mental distress to serious mental illness.
Source: “Mental Illness,” National Institute of Mental Health, March 2023, https://www.nimh.nih.gov/health/statistics/mental-illness.
And more than a third of those surveyed — and 49% of those in Gen Z —
report feeling extremely or very stressed over the past six months.
Source: Wellness@Work Study, Lincoln Financial Group, March 2022.
Mental health issues are a continuum — from stress and feeling anxious and distracted to more severe conditions and specific diagnoses like chronic depression, bipolar disorder, panic disorders and post-traumatic stress disorder.
Life event needs and changes related to caregiving, relationships, financial issues, living arrangements and other important personal issues can all contribute significantly to an employee’s mental well-being.
The prevalence of mental health issues certainly increased with the beginning of the pandemic; in the first year of COVID-19, anxiety and depression increased globally by 25%.1 But this increased need for mental health services continues today, with rates of burnout, anxiety and depression at record levels — all while access to care is becoming even more difficult, with one survey showing only 28% able to find the care they needed.2,3
There’s a direct link between your employees’ mental wellness and your company’s productivity and profitability. Nearly 1 in 5 American workers rate their mental health as fair or poor, reporting about four times more unplanned absences due to mental health as workers who rate their mental health as good or excellent.
This lost productivity is estimated to cost the economy over $47 billion annually.4
A primary focus: mental health, disability and the whole employee
1 “COVID-19 Pandemic Triggers 25% Increase in Prevalence of Anxiety and Depression Worldwide,” World Health Organization, March 2, 2022.
2 Cording, Jess, “Mental Health in the Workplace: Predicted Trends for 2023,” Forbes, January 16, 2023.
3 Warren, Darice, “The State of Mental Health in America 2023: Adult Prevalence and Access to Care,” Next Step Solutions, 2023.
4 Witters, Dan and Agrawal, Sangeeta, “The Economic Cost of Poor Employee Mental Health,” Gallup, December 13, 2022.
Mental health coverage through traditional health insurance is important — and usually the first place employees turn. But many health plans need to increase the number and availability of mental health providers. Important questions about mental health coverage include:
In addition to health insurance, many other benefits can make a difference in your employees’ mental well-being:
Disability insurance and other paid leave
Disability insurance and other paid leave plans can help employees cover their expenses if they have to miss work due to a mental health issue.
Select each coverage type to see the percentage of employees surveyed that it was offered to:
5 Wellness@Work Study, Lincoln Financial Group, March 2022.
Mental health coverage through traditional health insurance is important — and usually the first place employees turn. But many health plans need to increase the number and availability of mental health providers. Important questions about mental health coverage include:
In addition to health insurance, many other benefits can make a difference in your employees’ mental well-being:
Disability insurance and other paid leave
Disability insurance and other paid leave plans can help employees cover their expenses if they have to miss work due to a mental health issue.
5 Wellness@Work Study, Lincoln Financial Group, March 2022.
Select each coverage type to see the percentage of employees surveyed that it was offered to:
Mental health coverage through traditional health insurance is important — and usually the first place employees turn. But many health plans need to increase the number and availability of mental health providers. Important questions about mental health coverage include:
In addition to health insurance, many other benefits can make a difference in your employees’ mental well-being:
Disability insurance and other paid leave
Disability insurance and other paid leave plans can help employees cover their expenses if they have to miss work due to a mental health issue.
Select each coverage type to see the percentage of employees surveyed that it was offered to:
5 Wellness@Work Study, Lincoln Financial Group, March 2022.
Mental health coverage through traditional health insurance is important — and usually the first place employees turn. But many health plans need to increase the number and availability of mental health providers. Important questions about mental health coverage include:
In addition to health insurance, many other benefits can make a difference in your employees’ mental well-being:
Disability insurance and other paid leave
Disability insurance and other paid leave plans can help employees cover their expenses if they have to miss work due to a mental health issue.
Supplemental health plans
Supplemental health plans may help employees cover both medical and everyday expenses. These plans may also include health advocate coverage, which helps employees navigate the healthcare system and find the treatment and providers they need.
Financial wellness tools
Financial problems are a significant disruptor to mental well-being. Lincoln’s WellnessPATH® tool helps employees create strong financial habits, track progress and reach goals with personalized action plans, make informed benefits decisions and help them achieve financial security, which can help reduce stress.
5 Wellness@Work Study, Lincoln Financial Group, March 2022.
Diversity is the norm in today’s workforce. In fact, more than 2 out of 3 American households don’t fit the traditional nuclear family structure.6
It takes a thoughtful and careful approach to provide both equitable and inclusive benefits that fit your particular workforce. These articles help you get to know your employee population, understand how diversity can affect the equity of your benefits package, and take the steps you need to ensure that you are providing the support and services your employees need.
6 Aragao, Carolina, Parker, Kim, Greenwood, Shannon, et al, “The Modern American Family”, Pew Research Center, September 14, 2023, https://www.pewresearch.org/social-trends/2023/09/14/the-modern-american-family/
Employee benefits are a great first step … but specific accommodations are another invaluable tool to help employees stay at or return to work. Even for those coping with mental health symptoms without a specific diagnosis, accommodations can help by focusing on:
Verbal cues, task checklist, color-coded systems, training modifications
Modified workspace design, private space or area for rest
Extra time, flexible schedule, reduced schedule to gradually reintroduce employee to workplace
Supervisory methods, job restructuring or reassignment, working from home
Apps to help with concentration, electronic organizers, noise-cancelling headsets, lighting modifications
Communication with peers, family and friends during the workday, as well as consideration for allowing support animals when clinically recommended*
*States may have specific laws regarding this type of accommodation.
Take an in-depth look at how mental health accommodations can help employees stay at work and return to work.
Not every accommodation is appropriate for each work environment. Accommodations that make a difference in the office (for example, modified workspaces, privacy, trigger-reducing options) may not be necessary at home. However, many accommodations can be especially helpful when an employee works in their home, such as:
Employee benefits are a great first step … but specific accommodations are another invaluable tool to help employees stay at or return to work. Even for those coping with mental health symptoms without a specific diagnosis, accommodations can help by focusing on:
Verbal cues, task checklist, color-coded systems, training modifications
Modified workspace design, private space or area for rest
Extra time, flexible schedule, reduced schedule to gradually reintroduce employee to workplace
Supervisory methods, job restructuring or reassignment, working from home
Apps to help with concentration, electronic organizers, noise-cancelling headsets, lighting modifications
Communication with peers, family and friends during the workday, as well as consideration for allowing support animals when clinically recommended*
*States may have specific laws regarding this type of accommodation.
Take an in-depth look at how mental health accommodations can help employees stay at work and return to work.
Not every accommodation is appropriate for each work environment. Accommodations that make a difference in the office (for example, modified workspaces, privacy, trigger-reducing options) may not be necessary at home. However, many accommodations can be especially helpful when an employee works in their home, such as:
Diversity is the norm in today’s workforce. In fact, more than 2 out of 3 American households don’t fit the traditional nuclear family structure.6
It takes a thoughtful and careful approach to provide both equitable and inclusive benefits that fit your particular workforce. These articles help you get to know your employee population, understand how diversity can affect the equity of your benefits package, and take the steps you need to ensure that you are providing the support and services your employees need.
6 Aragao, Carolina, Parker, Kim, Greenwood, Shannon, et al, “The Modern American Family”, Pew Research Center, September 14, 2023, https://www.pewresearch.org/social-trends/2023/09/14/the-modern-american-family/
Diversity is the norm in today’s workforce. In fact, more than 2 out of 3 American households don’t fit the traditional nuclear family structure.6
It takes a thoughtful and careful approach to provide both equitable and inclusive benefits that fit your particular workforce. These articles help you get to know your employee population, understand how diversity can affect the equity of your benefits package, and take the steps you need to ensure that you are providing the support and services your employees need.
6 Aragao, Carolina, Parker, Kim, Greenwood, Shannon, et al, “The Modern American Family”, Pew Research Center, September 14, 2023, https://www.pewresearch.org/social-trends/2023/09/14/the-modern-american-family/
Employee benefits are a great first step … but specific accommodations are another invaluable tool to help employees stay at or return to work. Even for those coping with mental health symptoms without a specific diagnosis, accommodations can help by focusing on:
Verbal cues, task checklist, color-coded systems, training modifications
Modified workspace design, private space or area for rest
Extra time, flexible schedule, reduced schedule to gradually reintroduce employee to workplace
Supervisory methods, job restructuring or reassignment, working from home
Apps to help with concentration, electronic organizers, noise-cancelling headsets, lighting modifications
Communication with peers, family and friends during the workday, as well as consideration for allowing support animals when clinically recommended*
*States may have specific laws regarding this type of accommodation.
Take an in-depth look at how mental health accommodations can help employees stay at work and return to work.
Not every accommodation is appropriate for each work environment. Accommodations that make a difference in the office (for example, modified workspaces, privacy, trigger-reducing options) may not be necessary at home. However, many accommodations can be especially helpful when an employee works in their home, such as:
Diversity is the norm in today’s workforce. In fact, more than 2 out of 3 American households don’t fit the traditional nuclear family structure.6
It takes a thoughtful and careful approach to provide both equitable and inclusive benefits that fit your particular workforce. These articles help you get to know your employee population, understand how diversity can affect the equity of your benefits package, and take the steps you need to ensure that you are providing the support and services your employees need.
6 Aragao, Carolina, Parker, Kim, Greenwood, Shannon, et al, “The Modern American Family”, Pew Research Center, September 14, 2023, https://www.pewresearch.org/social-trends/2023/09/14/the-modern-american-family/
Employee benefits are a great first step … but specific accommodations are another invaluable tool to help employees stay at or return to work. Even for those coping with mental health symptoms without a specific diagnosis, accommodations can help by focusing on:
Verbal cues, task checklist, color-coded systems, training modifications
Modified workspace design, private space or area for rest
Extra time, flexible schedule, reduced schedule to gradually reintroduce employee to workplace
Supervisory methods, job restructuring or reassignment, working from home
Apps to help with concentration, electronic organizers, noise-cancelling headsets, lighting modifications
Communication with peers, family and friends during the workday, as well as consideration for allowing support animals when clinically recommended*
*States may have specific laws regarding this type of accommodation.
Take an in-depth look at how mental health accommodations can help employees stay at work and return to work.
Not every accommodation is appropriate for each work environment. Accommodations that make a difference in the office (for example, modified workspaces, privacy, trigger-reducing options) may not be necessary at home. However, many accommodations can be especially helpful when an employee works in their home, such as:
No matter how many benefits and accommodations a company may offer, the first step toward truly supporting workforce mental
well-being is creating an environment in which employees are comfortable disclosing their needs. Employees need to know which benefits are available — especially those that help address problems early on, such as coaching, mentoring and peer support. And they need to know they can use these services without others passing judgment or invading their privacy.
47%
of employees know about their mental health services
38%
would be comfortable using their company’s services
34%
state that their company’s leadership speaks openly about mental health7
Supervisors and Human Resources play a crucial role; managerial support strongly correlates with employee empowerment and positive employee mental well-being.7 Training and education can help managers:
7 “2022 Mind the Workplace: Employer Responsibility to Employee Mental Health,” Mental Health America.
No matter how many benefits and accommodations a company may offer, the first step toward truly supporting workforce mental
well-being is creating an environment in which employees are comfortable disclosing their needs. Employees need to know which benefits are available — especially those that help address problems early on, such as coaching, mentoring and peer support. And they need to know they can use these services without others passing judgment or invading their privacy.
of employees know about their mental health services
would be comfortable using their company’s services
state that their company’s leadership speaks openly about mental health7
Supervisors and Human Resources play a crucial role; managerial support strongly correlates with employee empowerment and positive employee mental well-being.7 Training and education can help managers:
7 “2022 Mind the Workplace: Employer Responsibility to Employee Mental Health,” Mental Health America.
No matter how many benefits and accommodations a company may offer, the first step toward truly supporting workforce mental well-being is creating an environment in which employees are comfortable disclosing their needs. Employees need to know which benefits are available — especially those that help address problems early on, such as coaching, mentoring and peer support. And they need to know they can use these services without others passing judgment or invading their privacy.
of employees know about their mental health services
would be comfortable using their company’s services
state that their company’s leadership speaks openly about mental health7
Supervisors and Human Resources play a crucial role; managerial support strongly correlates with employee empowerment and positive employee mental well-being.7 Training and education can help managers:
7 “2022 Mind the Workplace: Employer Responsibility to Employee Mental Health,” Mental Health America.
No matter how many benefits and accommodations a company may offer, the first step toward truly supporting workforce mental well-being is creating an environment in which employees are comfortable disclosing their needs. Employees need to know which benefits are available — especially those that help address problems early on, such as coaching, mentoring and peer support. And they need to know they can use these services without others passing judgment or invading their privacy.
of employees know about their mental health services
would be comfortable using their company’s services
state that their company’s leadership speaks openly about mental health7
Supervisors and Human Resources play a crucial role; managerial support strongly correlates with employee empowerment and positive employee mental well-being.7 Training and education can help managers:
7 “2022 Mind the Workplace: Employer Responsibility to Employee Mental Health,” Mental Health America.
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