Further, over 5.9 million people with mental health conditions remain uninsured. These factors make it difficult for staff to access proper care due to cost and availability. Offering comprehensive mental health benefits — including therapy, psychiatry and digital mental health solutions — ensures they receive timely support.

Research shows 79% of employees are more likely to stay with an enterprise that offers robust mental health support. This equates to significant cost savings, as they strengthen employee retention.

2. Flexible work arrangements to reduce burnout

A survey by the American Psychological Association found 79% of teams experienced work-related stress. Pressure can affect employee productivity, as it contributes to presenteeism — showing up to work with minimal motivation and lack of effort due to a struggle with mental conditions.

Chronically stressful work conditions can lead to burnout, which has reached an all-time high. Burnout affects almost 50% of the U.S. workforce, leading to disengagement and productivity losses. To reduce this, HR must strengthen policies around work-life balance.

The ability to manage work-life balance through flexible schedules, remote work and mental health days has been shown to improve employee performance and work-life balance substantially. Brands that embrace flexible work structures experience lower absenteeism and higher engagement.

3. Substance use and addiction recovery support

Substance use disorders (SUD) impact employee performance, absenteeism and workplace safety. In 2023, 48.5 million Americans battled with substance use, with 20.4 million adults suffering from both mental health and SUDs. Data shows 70% of those 18 years and older involved with alcohol or illegal drug use are employed, giving workplaces a critical role in addressing the SUD problem.

However, people find it challenging to access care. Evidence-based interventions and mental health benefits can support recovery efforts. By expanding benefits to include addiction treatment, peer support groups and confidential recovery programs, employers can help staff overcome challenges while reducing lost productivity and healthcare costs.

4. Employee assistance programs (EAPs) with enhanced access

The benefits of an EAP can only be reaped when employees know about and use it. Despite 93% of the American workforce having an EAP, they usually suffer from a low utilization rate between 3% and 5%.

To bridge this gap and encourage utilization, share access to information regarding EAP across the enterprise to create a better-informed workforce. Program benefits should be divulged when training new employees and as a periodical reminder through emails or newsletters.

While EAP already covers mental health, making it more accessible can further encourage use. Expanding them to include virtual therapy sessions, financial counseling programs and mindfulness activities can bridge this gap to create a holistic support system.

5. Workplace wellness and stress reduction programs

Among the biggest contributors to workplace stress are the demands that come with the jobs — long work hours, high workloads or demands exceeding their capacity. With workplace-related stress on the rise, companies must offer measures to address them.

Thoughtfully-crafted wellness programs can enhance employees’ cognitive function, creativity and decision-making. These can include yoga, mindfulness and meditation, which increase focus and productivity, enabling people to do more in less time. Those who feel their best can also perform better and deliver higher-quality work.

Related: Are employers offering too many mental health benefits?

6. Diversity-focused mental health support

Many workers are the “only” person of their race in their department or office, leading to isolation and a lack of shared experiences. This — combined with workplace microaggressions and cultural stigmas around mental health — can heighten stress and discourage seeking support.

To illustrate, Black Americans are observed to receive less care — in 2017, only one out of three who needed mental health care received it. With mental health challenges disproportionately affecting minority staff, prioritizing their mental health is critical in ensuring that everyone receives equitable support.

The ROI of mental health benefits

Mental health support is a crucial aspect that goes beyond a brand’s ethical responsibility to care for its employees. It’s also a business strategy.

Research consistently shows investing in mental health leads to measurable cost savings. For every $1 invested in mental health support, companies see a $4 return thanks to increased productivity and reduced absenteeism.

Additionally, those with a robust mental health infrastructure see a 5.5% higher retention rate. With 37.4 million people quitting their current jobs, this saves millions in turnover costs.

Stronger minds for a healthier business

A mentally sound workforce trickles into a productive and efficient business. If you want to enhance your employees’ benefit offerings, these strategies can help build a more resilient team. The investment in worker wellbeing is an investment in long-term success.