Promoting Mental Health Benefits in the Workplace

Mental Health Benefits in the Workplace

Mental health is an important component of overall workplace wellness. Employees with access to mental health resources and a better understanding of their mental health are more likely to be productive and engaged in their work. Employers who take the time to educate employees will find a happier, stronger, and more productive workforce with an overall improved company culture.

The Value of Mental Health Education

With over 15% of people in the workforce dealing with a mental illness, mental health continues to become increasingly important. Mental health education can provide a wealth of benefits for employees, including increased job satisfaction and improved performance at work. Educating employees on recognizing mental health issues in themselves or others can help create a more supportive environment at work. This can lead to better communication between coworkers, improving collaboration and productivity. In addition, providing mental health resources such as referrals for counseling or other treatment options can reduce stigma around seeking help for mental illness.

Fostering a Culture of Openness Around Mental Health Issues

When employers take the time to communicate mental health benefits in the workplace, it opens up communication channels between management and employees about mental health issues. This creates an environment where employees feel safe discussing any concerns they have about their mental health without fear of discrimination or judgment. This culture of openness also encourages employees to seek help when needed and helps reduce any negativity surrounding mental health issues in general.

Creating Effective Programs for Mental Health Education

When creating programs for educating employees about mental health, it’s important to consider your particular workforce’s needs. Are there any specific populations that may need additional support? For example, if you have employees who are new parents or caretakers, they may appreciate resources tailored towards them. Additionally, consider offering one-on-one sessions with mental health professionals who can answer questions and provide personalized advice and resources. Finally, make sure you regularly evaluate your program’s effectiveness so you can make necessary changes if needed. The best part is certain mental health support items can even qualify as eligible expenses, like counseling or therapy*.

Improving Employee Morale and Productivity

When employees know their employer is willing to listen to their needs and provide them with mental health benefits if necessary, it can help improve their morale and productivity. Studies show that when employees feel supported by their employer, whether it be through offering flexible hours or providing access to counseling services or other forms of support, they are more likely to be engaged in their work and produce better results. As such, ensuring your team knows what resources are available can go a long way toward improving employee morale.

Reducing Absenteeism

Mental health conditions often lead to absenteeism due to depression or anxiety-related symptoms such as fatigue or insomnia. Depression alone results in 200 million lost workdays, costing employers up to 44 billion dollars. By creating an open dialogue with your team about these issues and communicating any available resources that may help them manage those symptoms, you can significantly reduce absenteeism due to mental health issues. Not only does this result in increased productivity levels, but it also saves money since fewer sick days will be taken by each employee throughout the year.


Investing in employee education programs and mental health benefits in the workplace is essential for creating a positive work environment that supports everyone’s well-being. With comprehensive programming that meets the unique needs of your organization’s workforce, employers can ensure that their team members feel supported as they navigate their own individual challenges related to mental wellness. Investing in these resources now will pay dividends later as employees become healthier and more productive team members!

Are you interested in learning more about incorporating mental wellness into the workplace? Check out our podcast episode: Mental Health & the Workplace or visit our blog.

* Medical or mental health therapy is eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), and health reimbursement account (HRA). Therapy not required for a medical or mental purpose will typically not qualify, such as marriage or family counseling. In all types of therapy, an administrator may require a Letter of Medical Necessity. Therapy is not eligible for reimbursement with a dependent care flexible spending account (DFSA) or limited-purpose flexible spending account (LPFSA).