From the nerve-racking presidential election year to our in-limbo economy, the U.S. workforce already has a lot weighing on their minds as 2024’s baggage carries over into 2025. With office burnout also crippling laborers at an alarmingly increasing rate, employers must continue taking employee mental health as seriously as their profit goals.
Data released by insurance company Aflac revealed that 59% of employees are facing moderate to high burnout, and that three in four workers battling moderate stress at work. There’s also been a higher number of burnt-out employees taking mental health-related leaves of absence. According to ComPsych, the mental health and absence management service, absences have increased by 300% from 2017 to 2023.
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For people-driven companies who understand what’s at stake, investing in their team’s mental wellbeing is worth the added expense. Employers with this mindset know that keeping employees in the right frame of mind will be the key to a prosperous 2025—and lower turnover rates. Benefits administrators should commit to year-round mental health support to equip staff members to perform at their best and motivate them to stick around for a while.
2025 strategies for elevating employee morale
To expand on employee mental health care benefits in 2025, companies should focus on destigmatizing mental illness in the workplace, strengthening the relationship between DEI and mental health, offering specialized support for those battling chronic mental health conditions, and promoting mindful moments throughout the workday.
These strategies are expected to create a more inclusive workplace, while also making the return-to-office transition a smoother ride for both staff and company leaders. For benefits administrators, these practices will require them to look beyond the status quo.
Destigmatizing mental health issues in the workplace is what creates longevity of employees, loyalty to an agency and its mission, and better outcomes for all involved. It is the shame and silence of many workplaces that reinforces that people must figure things out on their own and not let others know, so they fall far from expectations and require performance improvement plans and write-ups—and ultimately, unnecessary agency resources, time, and money, because such efforts will fail. The traditional efforts by companies to change employee behavior will not manage someone's mental health needs that are impacting their work.
Incorporating them as part of the company’s integrated mental health program will be necessary for accommodating your team’s diverse mental health needs.
Championing non-discriminatory mental health programs
In 2025, the push for equitable mental health policies may be a huge focus in the workplace. This includes a fixation on offering culturally sound support for social minority groups and increasing specialized treatment access for employees battling high-acuity conditions, from substance use disorder to schizophrenia.
The new parity rules around mental health and substance use scheduled to take effect on January 1st will require meaningful treatment options to be available through health plans which should improve treatment access.
These efforts could make underrepresented employees feel more seen, especially the ones who are afraid to seek clinical help for fear of being judged. Incorporating DEI in employee mental health programs could also improve talent retention, as the greater attention to detail can lead to a higher rate of treatment successes.
To kickstart this initiative, company leaders should invite underrepresented employees to be more vocal about their needs while being a listening ear. All employees should feel comfortable enough to open up about their challenges, and having an open-door policy for such conversations can foster a safe space for transparency. Connecting employees with specialized practitioners can also ensure that they’re in good hands during treatments.
Mindful enhancements to company and office culture
Another continual growth area for teams is minimizing stress in the workplace.
Promoting mindfulness and stress management creates awareness that a culture of fostering employee wellness is present in the workplace. It creates a welcoming context to seek further support as the employee has some founded confidence that the company truly does prioritize employee wellbeing.
Additionally, those opportunities offer a foundation of wellness and routine that sometimes is hard for people to build outside of work. When a habitual part of one's life—like reporting to work daily—helps build new wellness habits, it creates a greater likelihood that they will stick. This is much like the principle of habit stacking that James Clear speaks about in his book, Atomic Habits.
In office settings, this could look like promoting mindfulness and stress management practices. Stress may not be entirely avoidable in fast-paced work environments, but preventative mental health care could mean less clinical interventions down the line.
Daily acts of mindfulness can go a long way, no matter how big or small. It can equip employees to more effectively de-escalate mentally taxing situations that may arise, and prevent future stress pile-ups that necessitate clinical intervention. To create a more welcoming space for mindful moments, employers can offer access to quiet rooms, guided meditation classes, and meditation app subscriptions like Calm or Headspace.
By celebrating company successes and recognizing employees for their contributions, companies can further promote a culture of gratitude and appreciation.
Additionally, creating more time and space for interpersonal social connection can reduce instances of loneliness and isolation. In the end, connected teams win and it takes a village to maintain a healthy team culture.
Caitlyn McClure, DSW, LCSW, Vice President of Clinical Services
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