What Is preventing employees from accessing their mental health benefits?

Mental health impacts many people, but a company’s related benefits may not reflect it. Various employees could benefit from the provided services and programs, but do not know about or want to access them. Here is why your staff is not accessing their benefits and what you can do to help.

Stigma

A recent Rethink Mental Illness survey found 3 out of 5 people living with a mental health condition do not seek treatment because they are afraid of others’ reactions. Nearly 9 in 10 participants worry about how their symptoms impact their lives. However, around 60% said they are concerned about people seeing them differently.

Though mental health awareness is more prominent now, there is still a long way to go before it is entirely normalized. The American Psychological Association identifies three types of stigma impacting people who delay seeking care:

• Public: Many people still think those with mental health conditions are unstable, incapable of independent living or untrustworthy. Even if no one in your workplace believes those things, past negative experiences around mental health conversations could deter your employees.
• Institutional: This stigma comes from systemic failures. Governmental bodies or private organizations underfunding and undervaluing mental health care can prevent people from valuing or seeking it.
• Self: Sometimes, internal shame can prevent someone from seeking care. They may not want to admit they are struggling.

The Rethink Mental Illness survey discovered 93% of participants believed there was a lack of understanding about living with a mental health condition. One of the best ways your company can combat fears of stigma is to have open conversations about mental health.

While you should not pry into a single employee’s personal life, posting information about mental health and offering things that benefit mental health — team lunches, outdoor working spaces and flexible working schedules — can encourage employees to be more open about their needs.

Lack of awareness

Some employees do not know they have mental health benefits. A recent survey from Amwell found more than half of participants did not have mental health benefits or did not know if their workplace offered any. Most workers are familiar with medical, dental and vision benefits but may not consider mental health options.

Look into what mental health benefits and programs are available in your company’s insurance. If your insurer does not provide coverage for mental health visits and medications, it is time to consider switching to one that fills those needs.

You can send out a reminder or post information about benefits, and why your organization encourages anyone to take full advantage of them. You can also use the open enrollment window to tote the mental health benefits offered in specific plans.

Cost

Cost is one of the top barriers to seeking mental health care. Even with insurance, some plans force people to pay significant copays, which can make weekly visits with a therapist or medication checks with a psychiatrist challenging to handle.

The ability to afford services is crucial in helping people manage mental health symptoms and get the care they deserve. More than half of the Rethink survey participants experienced anxiety around spending money.

Consult with your provider about options that offer generous mental health coverage. Also, consider offering plans with health savings accounts workers can use for those services. While mental health treatment is vital to managing symptoms, you can also provide and promote affordable things that can aid in reducing stress. White noise machines, sun lamps, plants and scent diffusers can make a more relaxing environment.

Accessibility

You may provide excellent mental health coverage, but the providers might not be around. Over half of Americans live in counties that do not have psychiatrists. Lengthy travel to and from care can prevent people from getting the necessary treatment. When there are few mental health providers in an area, it makes getting consistent care difficult. Someone could wait several weeks or months between appointments.

Depending on work hours, seeing someone could be difficult. Many mental health providers only work mid-morning through late afternoon and employees might feel insecure about requesting time off to go to appointments.

Related: The mental health of U.S. employees is on the rise – but will it stay that way?

Some people prefer virtual care options, which have become more popular since the pandemic. However, their insurance plan may only cover virtual visits if the provider is within their network. Virtual appointments still often need to be during the day.

You can help with accessibility by offering generous paid time off they can use to make the appointments. Letting them take an extended break in exchange for coming in or staying a little later can also help. At the office, you can provide a private lounge or two an employee can visit for privacy during their virtual visit.

Creating a healthier workplace with mental health benefits

Providing mental health care benefits is as crucial as offering ones for physical health. Even if your insurance plan covers mental health, there may be other barriers preventing your employees from using their coverage. Educating staff, creating a positive environment around mental health care and working to provide the best benefits possible can create a healthier, happier work environment.