May is Mental Health month, and it’s an important reminder to employers that wellness in the workplace goes beyond physical health. Today’s employees are seeking more than a standard benefits package; they want employers to invest in their whole-person wellness. With 81% of workers reporting that workplace stress affects their mental health, organizations need to think beyond traditional benefits to keep teams engaged, supported, and loyal.
Are Your Healthcare Benefits Cutting It?
Physical health benefits are important to both employers and employees. According to SHRM’s 2024 Employee Benefits Survey, 88% of employers consider health benefits “very” or “extremely important.” The study also noted that 82% of employers are still offering group health PPO plans. Standard health plans rarely address the spectrum of mental health needs. With options like ICHRA and QSEHRA available, you can empower your employees to choose plans that best suit their individual (mental health) needs, enhancing satisfaction and retention.
Learn more about Benafica’s HRA options.
Flexibility Is the New Non-Negotiable
Flexibility goes a long way towards making employees feel trusted and supported. As employees juggle the demands of work and life, forward-thinking employers are recognizing that flexibility is one of the most effective tools to support mental wellness and drive employee satisfaction.
Hybrid work models, adjustable start and end times, and access to paid time off — including “mental health” and sick days — are just a few of the ways you can allow employees to manage their personal well-being without compromising productivity. It’s well-documented that access to PTO and flexible working arrangements can help reduce turnover and increase employee satisfaction.
Culture, Growth, and Leadership
Company culture isn’t about pizza parties; it’s something that needs to be cultivated every day. How are you actively participating in your company culture and making employees feel valued and heard? Whether your company is in-person or fully remote, there are ways to participate in building a workplace that makes people look forward to signing in. Ask yourself the following questions:
- Do employees have the resources to do their jobs without burning out?
- Do roles at your company have clearly established requirements, boundaries, and review timelines? What about paths for advancement? Nothing will burn out employees quicker than feeling like they’re in a dead-end job.
- How are employee concerns addressed and resolved?
- How does your company go above and beyond to make employees feel appreciated and included? This is especially important after busy seasonal times or long hours worked to meet company goals.
It’s Not Just Benefits – It’s Belonging
Investing in mental health wellness for your employees isn’t just good for morale — it’s good for business. The cost of replacing a single employee can range from 50% to 200% of their annual salary, not to mention the productivity loss and strain on remaining team members. Investing in mental wellness now helps prevent burnout, boosts retention, and keeps your business thriving.
If you’re looking for a simple place to start, use Mental Health Month this May as an opportunity. Dedicate time in your next team meeting to highlight what mental health resources are available, and invite open, honest feedback on what benefits would make the most impact. Sometimes, the most powerful change starts with simply asking, “What do you need?”