9 ways your company can make a big impact on employee mental health with a limited budget

Mental health has been one of the top concerns of HR leaders over the last few years. We all know this, but the stats I’m seeing are staggering. As many as 35 million workdays are lost each year to mental illness. More than 1 in 5 U.S. adults live with a mental illness. And roughly 10.8 million full-time workers have a substance use disorder. Whoa.

We know people are struggling. We know employees are struggling. But we also know HR leaders and teams are struggling with how to deal with this monumental issue — especially on increasingly limited budgets. As the economy continues to tighten up, HR teams definitely want to — and NEED to — address the mental health challenges they’re seeing in the workplace. But more than ever, they’re having to do that with a shrinking budget.

So today I thought I’d share 9 creative ideas I’m seeing in the workplace. Ideas that are helping employees deal with real mental health challenges every day. I’m hoping an idea or two in this list might inspire you or be a fit for your organization.

#1 – A large tech firm’s “Days for Me” program gives employees four days a year to focus on their mental health. Employees can do anything they want with these days—the key is to spend time working on YOU!

#2 – A global biopharmaceutical company’s “Mental Health Ally Program” teaches employees how to help colleagues who are developing a mental health problem or experiencing a mental health crisis. This Mental Health First Aid training helps employees identify, understand, and respond to signs of addictions and mental illnesses. Because there are so many working parents, some companies are also offering Youth Mental Health First Aid, which is designed to help parents and caregivers working with adolescents (age 12-18) who may experience mental health challenges.

#3 – Companies are rethinking their employee assistance program (EAP) benefits. For example, a large energy company increased covered EAP appointments from five to eight per year per household and provided on-site EAP at customer care centers throughout the organization. A pharmaceutical company switched EAP providers to make mental health services more accessible by allowing eight free face-to-face or virtual visits each year.

#4 – A data management organization launched Global Wellness Days, Global Shutdowns and No Meeting Fridays to recognize the need to take collective breaks throughout the year and focus on mental and physical health without interruption. This valuable paid time off provides employees with the ability to pause, refresh, and renew themselves throughout the year.

#5 – A non-profit housing organization uses a series of challenges that focus on reducing stress and increasing wellness to help employees with mental health. For example, the “Stretch Your Health” challenge helps employees focus on taking a break and improving their individual selves with stretching to increase flexibility and energy, and reduce injuries.

#6 – An energy company uses a “Take Five” self-guided program to encourage people to make a commitment to take five minutes for self-care for five days over the course of a week.

#7 – A manufacturing company has set up de-stress stations at each on-site location where employees can unwind as they work on jigsaw puzzles, word games, and mindfulness coloring books. They also posted kindness cards on an encouragement wall for employees to take a message card and share it with a coworker. Messages include “You inspire me,” “You’re a great role model,” “I believe in you.” and “I admire your integrity.”

#8 – A multi-tenant office building is offering an on-site dog park to tenants. Each tenant has the opportunity to decide if dogs are allowed in their individual office spaces, so pets can now join you at work.

#9 – Some organizations have created Zen Rooms to provide a space that is stress free where employees can meditate. The rooms provide a calm place for employees to unwind, and many are furnished with comfortable chairs, soothing lighting, meditative music and scenic artwork.

Related: Growing demand for employee mental health access: Is telehealth the answer?

I hope a few of the ideas above spark something for you. We’re all trying to figure out creative and cost-effective strategies to help employees deal with mental health issues. Remember, leadership is a big part of the success of these types of program, too. Leaders and managers who promote mental health and share their personal experiences will help employees feel more comfortable sharing their own mental health experiences and concerns. And in the end, isn’t that the overall goal: to help employees with their mental health concerns?

Ann Wyatt is vice president and chief client success leader at HealthFitness.