There’s a workplace mental health crisis in America, according to the 2022 Workplace Report by the Society for HR Management (SHRM). This sentiment is consistent with a top concern shared by BHC members pre and post COVID-19. The report finds that burnout, exhaustion, and hopelessness are more common among workers than ever, and that pandemic-related stressors linger, all chipping away at productivity. It seems that the pandemic catalyzed already present behavioral health challenges, increasing symptoms of mental distress while creating barriers to resources and care worldwide. It’s likely that the disruptive changes in society and public discourse contribute as well. 

According to the World Health Organization, rates of depression and anxiety have both seen a significant increase following the pandemic, and a 2021 survey found that a staggering 52% of employees reported experiencing burnout, increasing nine percent from the prior year. As we approach the cold, dark winter months, this time of year serves as a reminder of the importance of taking steps to support the mental well-being of ourselves, co-workers, and family members. While large employers offer benefits that include behavioral health care, SHRM finds a gap: people with mental health needs often do not access services, suggesting that employees may not be aware of the resources provided by their employers and A Milliman Report, noted multiple prior research studies that found a considerable lag between the onset of behavioral health symptoms and the beginning of treatment, with one study finding an astonishing 11-year gap.   

Behavioral health symptoms exist on a broad spectrum, ranging from mild to severe. Today, the National Institute of Mental Health (NIMH) reports that one in every five American adults is affected by a mental illness, with many more in the population experiencing various behavioral health issues. The World Health Organization estimates that each year anxiety and depression cost the global economy a staggering one trillion dollars, largely due to decreased productivity, and a Milliman Research Report states that those receiving care for any mental health issue have a total health care spend 3.2 times higher than those receiving no behavioral care. Interestingly, the SHRM report found that 41% of HR professionals don’t believe their organization offers enough mental health support for employees. The behavioral health of the workforce and the economic well-being of the corporation align. Getting and staying ahead of the curve is crucial for the well-being of employees and the company.

The SHRM report cited above does explore actions taken by employers beyond offering access to an EAP program and behavioral health services in their health benefits. I found two interventions of particular interest. One is offering mental health training programs, or more aptly referred to as resilience training for their workforce.  The other is taking measure of the mental health state of their workforce annually to understand progress and changes over time. Three measures were most common: 1) questions on employee engagement surveys (cited by 48% of HR professionals), 2) mental health resource utilization rate reports via their EAP or claim data (47%), and attendance and productivity data (43%).   

Primary care providers are well positioned to support employee’s behavioral health needs. Hence, the national call to integrate behavioral health into primary care—an action that could improve the population’s access to care, reduce barriers to seeking care, and promote whole person health. Employers can encourage or reward their employees for having a regular source of primary care, ask their health plan to provide them a report annually, on the percent of their enrolled population that has an established primary care relationship.  Health plans have been slow to recognize primary care practices in their networks that offer integrated behavioral health services at their practice site. Employers can inquire with their health plan about their efforts to recognize and expand integrated behavioral health care and to recognize these practices in provider directories for employee knowledge. A healthier America is a more productive America, lets all work toward this goal in 2024.

Warm regards,

Louise Y. Probst,
BHC Executive Director