Mental Health: Pandemic Issue or Long-term Concern?

The COVID-19 pandemic has had a significant impact on mental health conditions. According to the American Psychological Association, nearly half of adults in the United States (44%) reported symptoms of anxiety or depression in the past year. This is a significant increase from the pre-pandemic rate of 31%. But does this indicate a long-term concern, or a pandemic-driven issue?

Employers may think that post-pandemic, mental health is less of a priority. After all, many people are returning to the office and things are starting to feel more normal. But the numbers are telling a different story. Here is what we uncovered in our Indiana Employee Benefits Benchmark Report.

Mental Health by the Numbers

Mental health presents one of the worst gaps in care in health care today. According to the National Alliance on Mental Illness, 66% of people with mental health conditions do not receive appropriate care. Close to two-thirds of people with these conditions are not getting the help they need.

There are a few reasons why people with mental health conditions do not receive appropriate care. One reason is that they are often stigmatized. Consequently, people may be afraid to seek help. They might be worried about being judged or discriminated against.

Another reason for the gap in mental care is that finding appropriate and affordable care can be a challenge. Many individuals struggle to navigate through insurance requirements and their provider search.

Prescription Volume is on the Rise

Prescription volume is on the rise for mental health conditions, especially for young women. According to the Centers for Disease Control and Prevention, the rate of antidepressant use among women aged 18-25 increased by 43% between 2011 and 2017.

This increase in prescription volume is a sign that more people are struggling. But it is important to note that medication is not the only way to treat these conditions. There are several other effective treatments available, such as therapy and lifestyle changes.

Mental Health Efforts in the Workplace

Mental health efforts in the workplace have focused on programs to build a more stigma-free workplace. While these can have a significant impact on the experience of an employee who is struggling, they are lacking on two fronts:

• They do not directly address gaps in care.
• They do not improve managers’ ability to support their team.

The pandemic brought mental health to the forefront of workplace conversation. But it existed before and persists today. So, what can employers do?

Moving the Needle on Mental Health

What can employers do to support plan members? Here are two key strategies:

1. Leverage their Employee Assistance Program (EAP)

Most companies today have an EAP built into their benefits package. But they can be confusing and inaccessible to plan members. As a result, this key connection between members and the resources they need is underutilized.

Does your broker offer an EAP navigator? An EAP navigator is a dedicated licensed clinical social worker who uses their clinical expertise to assist your employees and their dependents in navigating EAP resources. They can help employees connect with appropriate care, negotiate directly with the EAP to qualify additional treatment sessions, conduct follow-up to limit gaps in care, and support members as they search for the right provider.

Overall, Employee Assistance Programs provide a direct link between plan members and appropriate care, so evaluate organizational strategies to help members get the most out of them.

2. Manager Training

Manager training is vital. Middle management is the first line of detection for potential challenges. They know their teams and will be able to identify potential mental health issues faster than human resources.

Effective manager training helps build confidence and a wide range of mental health-related skills. These skills include:

• Helping employees navigate to the appropriate resource for their challenge.
• Distinguishing between a mental health challenge and an emergency.
• Effectively identifying coworkers who are struggling and encouraging them to seek care.
• Becoming stronger communicators in difficult conversations around mental health.

By investing in these two strategies, employers can make a real difference in the lives of their employees and their dependents. By providing access to appropriate care and supporting managers in their efforts to identify and support employees struggling with mental health, employers can lay the foundation for improved outcomes.

The short version?

Mental health is here to stay. As employers emerge from the height of the pandemic, it will be one of the long-term challenges impacting employees and the bottom line. It is important for employers to take steps to support their employees and their dependents who are struggling with mental health conditions. By investing in EAPs and manager training, employers can make a real difference in the lives of their employees and their families.

Looking for more insight into the mental health gap and strategies employers can utilize to support their team and contain costs? Join Apex and Paul Keckley at our Benchmark Report Reveal Event on June 8. Click below to save your seat and learn more.