Simply put, it’s time for a more modern approach to mental well-being in the workplace
Here’s how Guardian + Spring Health help with everything from reducing stress, to keeping employees more engaged at work.
First and foremost, employees are asking for support. Almost half of working Americans believe their employer isn’t doing enough to address concerns about workforce mental health.2 What’s more, Guardian research reflected in the 2022 report “Mind, Body, and Wallet: Workforce well-being in the pandemic era” shows workforce mental wellness has been trending downward since 2016, affecting absenteeism, health care costs, productivity, and even how employees view your workplace culture.3
To learn more workforce mental wellness trends, download “Workforce State of Mind”
Yes: 3 in 5 employers say addressing workforce mental wellness is critically important, and feel their organization should be doing more to improve it.3 What’s more, twice as many employers are expanding access to mental wellness resources in 2022 (64%) vs. 2016 (32%).4 And they’re looking for benefits strategies to support a new chapter of employee well-being.
Get more of the latest strategic insights from our mental wellness webinars:
To get started, take a fresh look at your current mental wellness offerings.
“Employers are looking at things like different EAP solutions, expanding coverage through telehealth, augmenting their behavioral health networks with point solutions. Some are also even waiving or reducing cost-share for mental health and substance abuse services through the health plan,” says Stephanie Kengott, LCPC, Director of clinical partnerships at Spring Health.
Use our Mental Wellness Scorecard to see where your organization stands.
First and foremost, employees are asking for support. Almost half of working Americans believe their employer isn’t doing enough to address concerns about workforce mental health.2 What’s more, Guardian research reflected in the 2022 report “Mind, Body, and Wallet: Workforce well-being in the pandemic era” shows workforce mental wellness has been trending downward since 2016, affecting absenteeism, health care costs, productivity, and even how employees view your workplace culture.3
To learn more workforce mental wellness trends, download “Workforce State of Mind”
Yes: 3 in 5 employers say addressing workforce mental wellness is critically important, and feel their organization should be doing more to improve it.3 What’s more, twice as many employers are expanding access to mental wellness resources in 2022 (64%) vs. 2016 (32%).4 And they’re looking for benefits strategies to support a new chapter of employee well-being.
Get more of the latest strategic insights from our mental wellness webinars:
To get started, take a fresh look at your current mental wellness offerings.
“Employers are looking at things like different EAP solutions, expanding coverage through telehealth, augmenting their behavioral health networks with point solutions. Some are also even waiving or reducing cost-share for mental health and substance abuse services through the health plan,” says Stephanie Kengott, LCPC, Director of clinical partnerships at Spring Health.
Use our Mental Wellness Scorecard to see where your organization stands.
EAPs provide employees guidance on personal, financial, and legal matters. EAPs offer tools and resources that help employees balance their responsibilities with family, caregiving, health and wellness, emotional well-being, and daily living. EAPs serve an essential role in helping with a broad spectrum of needs – but may best address more short-term, critical mental health issues. Pairing the benefits of an EAP with a proactive, dedicated mental health solution helps provide ongoing support as mental wellness needs evolve.
This type of solution focuses solely on employee mental wellness by offering tools, resources, and professional services that meet a broad spectrum of mental health needs. A workplace mental wellness solution should:
Offer resources that employees can access on demand, to help when they simply need to refocus, or cope with anxiety, stress, and/or burnout.
Provide access to a broad, diverse network of mental health professionals that can address each employee’s personal needs and provide care in a timely manner.
Offer regular, secure reporting on utilization, trends, and progress to the employer, demonstrating impact on overall workforce mental wellness while protecting the privacy of employees.
Integrate seamlessly into other benefits the employer offers, so mental health support becomes innate when other types of health claims are submitted. For example, Guardian + Spring Health offers mental wellness support to participating groups whenever a qualifying member files a short-term disability claim.
Guardian offers these advantages and more through its partnership with Spring Health. This comprehensive solution brings personalized mental wellness benefits to all employees and their families, offering services clinically proven to drive faster recovery times, reduce absenteeism, and improve overall well-being.5
EAPs provide employees guidance on personal, financial, and legal matters. EAPs offer tools and resources that help employees balance their responsibilities with family, caregiving, health and wellness, emotional well-being, and daily living. EAPs serve an essential role in helping with a broad spectrum of needs – but may best address more short-term, critical mental health issues. Pairing the benefits of an EAP with a proactive, dedicated mental health solution helps provide ongoing support as mental wellness needs evolve.
This type of solution focuses solely on employee mental wellness by offering tools, resources, and professional services that meet a broad spectrum of mental health needs. A workplace mental wellness solution should:
Offer resources that employees can access on demand, to help when they simply need to refocus, or cope with anxiety, stress, and/or burnout.
Provide access to a broad, diverse network of mental health professionals that can address each employee’s personal needs and provide care in a timely manner.
Offer regular, secure reporting on utilization, trends, and progress to the employer, demonstrating impact on overall workforce mental wellness while protecting the privacy of employees.
Integrate seamlessly into other benefits the employer offers, so mental health support becomes innate when other types of health claims are submitted. For example, Guardian + Spring Health offers mental wellness support to participating groups whenever a qualifying member files a short-term disability claim.
Guardian offers these advantages and more through its partnership with Spring Health. This comprehensive solution brings personalized mental wellness benefits to all employees and their families, offering services clinically proven to drive faster recovery times, reduce absenteeism, and improve overall well-being.5
1 National Alliance on Mental Illness https://www.nami.org/mhstats, 2019
2,3 Mind, Body, Wallet, Guardian Workplace Benefits Study, 10th Annual, 2022
4 'Making Mental Wellness a Priority' webinar; Mind, Body, Wallet, Guardian Workplace Benefits Study, 10th Annual, 2022
5 Spring Health proprietary research based on results from use of the Spring Health platform, May 2021
Mental wellness benefits discussed herein are provided by Spring Care, Inc., d/b/a Spring Health (“Spring Health”), 251 Park Avenue, South, 6th Floor, New York, NY 10010. Spring Health is not an insurance benefit. Insured products are offered by The Guardian Life Insurance Company, New York, N.Y. (“Guardian”) which has a financial interest in Spring Health. Spring Health may not be offered through Guardian in all states.
1 National Alliance on Mental Illness https://www.nami.org/mhstats, 2019
2,3 Mind, Body, Wallet, Guardian Workplace Benefits Study, 10th Annual, 2022
4 'Making Mental Wellness a Priority' webinar; Mind, Body, Wallet, Guardian Workplace Benefits Study, 10th Annual, 2022
5 Spring Health proprietary research based on results from use of the Spring Health platform, May 2021
Mental wellness benefits discussed herein are provided by Spring Care, Inc., d/b/a Spring Health (“Spring Health”), 251 Park Avenue, South, 6th Floor, New York, NY 10010. Spring Health is not an insurance benefit. Insured products are offered by The Guardian Life Insurance Company, New York, N.Y. (“Guardian”) which has a financial interest in Spring Health. Spring Health may not be offered through Guardian in all states.