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Mental Health Gets More Attention, More Coverage

While the pandemic has increased everyone’s awareness of the role mental health plays in overall wellness, employers in particular have taken notice: An April 2020 McKinsey & Co. survey revealed that behavioral health ranked among the top workforce health concerns for 90% of corporate decision makers, with 60% of employers planning to start, continue or expand the behavioral health services offered to their workforces.  

Unfortunately, this evolution toward more mental health services is just beginning, so don’t expect earth-shattering benefit options right away. Still, most benefit plans do offer some basic mental health coverage. Following are some ways most workers can tap into them and get help when they need it.  

Ask what’s available. This might seem obvious, but many employees shy away from asking about mental health services, worried that asking might give their employer a negative impression of them. However, sensitivity has increased, and most employers are aware that improved mental health leads to improved productivity. So: Ask.  

See a mental health provider. Not so long ago, virtually no employer-sponsored plan covered mental health services such as counseling, therapy or substance abuse interventions. Now many do, and more add coverage every day. Check your plan website or talk to your HR team to see what’s covered. And be aware that, even if your plan doesn’t specifically cover mental health, it might cover some mental health services under general health benefits.  

Use flexible spending dollars. Even if your benefit plan doesn’t cover mental health services, your Health Savings Account or other flexible spending dollars can help to offset the cost. 

Take advantage of existing resources. Many employees fail to leverage standard benefit-plan tools that can help to improve mental health. Use your PTO to take a day or two to destress. Download and use mindfulness apps offered through your plan. Take advantage of that gym discount. And talk to your HR team about other tools that might be available to you.  

Tap into your Employee Assistance Program (EAP). Often one of the most under-utilized benefits, EAPs typically include mental health services that can be used remotely and confidentially. Contact your HR team if you need more information about your company’s EAP. 

While these tips acknowledge that many employers are still behind the times when it comes to mental health services, some firms are raising the bar by offering things like reduced co-pays for mental health visits, free counseling and therapy sessions, increased schedule flexibility and more. As a result, expect progress in mental health coverage in the coming years.  

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