Today, the modern workforce recognizes the importance of mental and physical health, no longer tolerating a stark separation between work and wellness. Subsequently, many companies have begun to explore employee wellness.
Here are 5 ways employers can ensure the wellbeing and mental health of their employees.
1. Understand how Mental Health and Wellbeing Affects Employees
- Help your company’s leaders be more aware of and invested in their employees’ well-being. Train managers on what to do if they see signs of emotional distress or substance abuse.
- Be aware of the workplace environment and how it can be adapted to promote better mental health for employees.
- Understand the opportunities and needs of individual employees, in helping to develop better policies for workplace mental health.
- Distribute materials, such as brochures, fliers, and videos, to employees about the signs and symptoms of poor mental health and opportunities for care.
- Be aware of sources of support and where people can find help.
- Involve employees in decision-making where appropriate.
2. Include Mental Health Insurance Coverage
- Learn about the Mental Health Parity and Addiction Equity Act. This Act requires insurance coverage for mental health conditions (including substance use disorders) to be no more restrictive than insurance coverage for other medical conditions.
- Provide a health savings account (HSA) or flexible spending account (FSA) to help offset out-of-pocket costs.
- If possible, consider offering coverage with no, or low, out-of-pocket costs for depression medications and mental health counseling.
3. Establish an Employee Assistance Program (EAP)
Many companies use an EAP to support workplace mental health. Some employees may be reluctant to use this resource due to fear of stigma, shame, and/or lack of understanding about how these confidential programs work.
To encourage employees to use an EAP, your company can:
- Provide direct access to mental health professionals via phone and/or in-person.
- Offer this resource to employees as well as to their immediate family members.
- Make it easy for employees to know who to talk to or where to go to access mental health resources.
- Emphasize your EAP can be accessed confidentially and free of charge.
4. Communication is Key to Reduce Stigma and Increase Use of Resources
- Don’t wait until open enrollment to mention mental health benefits and community resources. Promote them frequently, such as in breakrooms, fliers, emails, and/or monthly newsletters.
- Have management discuss wellbeing during recruitment.
- Offer workshops so employees can learn more about mental health and resilience.
5. Promote Overall Well-Being
- Build as much flexibility as possible into employees’ schedules.
- Consider offering a quiet, relaxation room, meditation room, mindfulness training, and/or yoga classes at work, if practical.
- Encourage employees to use their vacation time.
- Let employees know they can use their sick time for a “mental health” day.
- Create opportunities for employees to build connections with each other, such as through social events and electronic message boards.
- Give employees opportunities to participate in decisions about issues affecting job stress.
- Offer programs for career development of employees.
- Recognize and reward the contribution of employees.
For insurance or EAP assistance, reach out to the FrankCrum Benefits Department at benefits@frankcrum.com or call 1-800-393-0815.