Breaking the Stigma: 5 Mental Health Employee Benefits Trends You Should Offer

5 mental health employee benefits trends you should offer - happy woman in an office

Supporting your mental health is such an important aspect of your daily life. But it’s also one many of us overlook. Between work, family, friendships, school, hobbies and everything in between, it’s easy to put your mental health on the backburner, especially at work.

Traditionally, discussing mental health in the workplace was often seen as taboo or low priority. However, as times change, more businesses are breaking the stigma around mental health by building a culture of openness and inclusion.

Creating this culture is important because it allows employees to speak more freely about their mental health with confidence knowing their employer is on their side. Not to mention the added benefit of employee retention for organizations, as 42% of employees claimed they were more likely to stay at their jobs if they were offered mental health benefits.

May is Mental Health Awareness Month and to demonstrate our commitment to championing positive mental health in the workplace, here are 5 mental health employee benefits trends you should offer to give your employees the support they need.

Include Mental Health Coverage as Part of Your Healthcare Plan

When developing your employee benefit options, look for plans that not only include mental health coverage but celebrate it. It may seem like a simple solution, but given that many employees struggle to navigate their health benefits, choosing a plan that is upfront about its mental health benefits and offerings may be an attractive incentive to recruit new talent and support existing employees.

Offer an Employee Assistance Program (EAP)

An Employee Assistance Program (EAP) has become a standard for many organizations. EAPs offer an easily accessible outlet for employees to discuss personal or work-related issues in a judgment-free environment. Typically, EAPs are monitored by a third-party provider so employees have added peace of mind knowing the counsel they receive is unbiased.

Allow HSA/FSA Funds to be Used for Mental Health Treatment

By offering a high-deductible health plan with a Health Savings Account (HSA) or Flexible Spending Account (FSA), employees can utilize pre-tax dollars to cover copays for mental health treatment and prescription medications. 

Support Telehealth Counseling

If possible, ensure your mental health coverage options include telehealth options. With more employees working from home, many enjoy connecting with a mental health professional in the comfort and convenience of their own homes. Telehealth counseling also helps eliminate barriers proposed by in-person treatment for those employees who may struggle to find transportation or the right therapist for them in their area.

Strength-Based Training Programs

With more organizations taking a more active role in mental health awareness, a newer form of support may lie in in-office and virtual training programs for stress management, crisis management and resiliency. These programs are designed to give employees a sense of empowerment through practical training opportunities designed to help them address the challenges they face at work and beyond.


It’s important to remember that our mental health is just as important as our physical health. When employees feel that their mental health is taken seriously, they are more likely to feel comfortable discussing their mental health openly in the workplace.

Open and honest discussions of mental health coupled with the right mental health benefits offerings can lead to more productive, connected teams and ultimately happier and healthier employees.

Clarity is dedicated to promoting a culture of health through simplifying the employee benefits process. From our Broker Hotline to our suite of Simply Smarter solutions, contact us today to see how we can help you make the best of your employee benefits.