Employers improving responses to workers’ mental health, substance use issues
But a new survey reveals employees are still struggling with a variety of conditions ranging from depression to obsessive-compulsive disorder.
As more employees grapple with mental wellbeing, organizations are challenged to implement new solutions that support mental health in the workplace. A new report from the International Foundation of Employee Benefit Plans reveals that employers are focused on improving manager mental health training, rethinking employee assistance programs (EAPs), and enhancing virtual mental health options.
The report, titled Mental Health and Substance Use Disorder Benefits: 2024 Survey reveals the prevalence of various mental health challenges among U.S. workers and their families while highlighting how organizations are meeting the increasing needs of their workforce.
Prevalent conditions
When asked to share the prevalence of mental health or substance use disorders, employers reported higher percentages among their employees than they did in 2021. The top conditions include:
- Depression: 59% in 2024, 53% in 2021
- Anxiety disorders: 58% in 2024, 48% in 2021
- Sleep deprivation/sleep disorders: 35% in 2024, 32% in 2021
- Adult attention deficit/hyperactivity disorder: 33% in 2024, 20% in 2021
- Alcohol addiction: 30% in 2024, 22% in 2021
- Nonprescription drug addiction/substance abuse: 22% in 2024, 17% in 2021
- Prescription drug addiction and substance use disorder: 21% in 2024, 19% in 2021
- Post-traumatic stress disorder: 18% in 2024 and 2021
- Obsessive-compulsive disorder: 17% in 2024, 6% in 2021
What workplaces are doing
One of the major ways employers are addressing mental health challenges in the workplace, according to the report, is by providing more education and awareness opportunities. Mental health crisis training is trending ahead of 2021 at 34% (up from 26%), and other benefits include at-work informational sessions (45%) and manager/supervisor training (36%).
When implementing new mental health initiatives, the main barriers employers encounter are employee fears that admitting they have a problem may negatively impact their job security (38%) and employee fears about confidentiality (33%). Organizations also encounter supervisor discomfort in addressing mental health and substance use disorder (MH/SUD) issues with workers (23%).
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Virtual treatment/telehealth
Telehealth and virtual treatment sessions were a necessity during the height of the COVID-19 pandemic, but they now seem a preferred method for MH/SUD treatment. Eighty percent of respondents offer online sessions to treat mental health issues (an increase from 68% in 2021), and 73% offer virtual treatment for substance use disorders (an increase from 64% in 2021).
“This is no longer due to a need for social distancing, but to fill gaps existing in traditional in-person treatment,” Julie Stich, vice president of content at the Brookfield, Wis.-based International Foundation of Employee Benefit Plans, said in a statement. “Telehealth is desirable for its flexibility and convenience, additional privacy, more accessible appointments, and easier billing processes.”
Employee assistance programs
EAPs remain a popular way to support those with MH/SUD challenges, the report notes. Nearly three in ten organizations have changed their EAP provider in the past two years, and more are considering making a change for a variety of reasons — including to offer additional contracted in-person and virtual providers and specialists, add more sessions, and reduce wait times.