Authors: Courtney Schroeder Richard A. Egleston
Your employees' mental health challenges aren't just growing — they're reshaping the way you work. In today's job market, where over half of US workers are considering leaving their current roles, the stakes are higher than ever.1
At the heart of this shift is something you want to build: trust. When you prioritize mental health, you don't just offer a benefit — you show your employees you care. And that makes them want to stay.
One in five US employees lives with a mental health condition.² Supporting these individuals isn't just morally imperative — it's a strategic necessity. Seventy-five percent of employees say they're more likely to stay with an employer that prioritizes mental health.³ When your people feel seen and supported, they're more engaged, more productive and more likely to thrive.
"It's all connected. Employers must recognize that the whole person comes to work and every aspect of a person's personal and professional life, their physical health and their financial state — which directly impacts their mental health — comes with them," emphasizes Courtney Schroeder, US practice leader, Wellbeing Consulting.
Mental health fuels productivity — not just positivity
Mental health affects more than how your employees feel — it directly impacts how they perform. From missed days to diminished focus, the ripple effects are real.
Even when your employees are physically present, stress and anxiety can cloud concentration, slow decision-making and impact collaboration. The result? Productivity suffers — across teams and across your organization.
Globally, an estimated 12 billion workdays are lost each year to depression and anxiety.⁴ Yet, only 8% of US employers measure lost time as part of evaluating the effectiveness of their organization's wellbeing and mental health initiatives.³
And while resilience — the ability to recover from stress — is critical, only 32% of employers currently offer programs for stress management, meditation, or building resilience.³
Education is another opportunity: Only 24% of US employers provide mental health training for their managers, leaders and HR teams.³ Giving your leaders the tools to recognize and respond to employee needs is critical to building a truly supportive culture.
When mental health is ignored, there's a price to pay
Mental health isn't a "soft" issue. It carries hard costs.
From medical and pharmacy claims to short-term disability and high turnover, the price of poor mental health adds up. In 2023 alone, work-related injuries and time lost cost US employers $176.5 billion — or $1,080 per employee. That amount doesn't include the cost of rehiring and retraining.
Yet only 28% of employers offer time off to address burnout or mental health.³ In a workplace where more employees are struggling silently, that number needs to grow.
Rethinking mental health support
While many organizations are taking steps to support mental health, there's still a big gap between good intentions and meaningful impact. Most traditional approaches — like Employee Assistance Programs (EAPs), basic training for managers or financial wellness resources — are just the beginning. To truly make a difference, you need to think beyond check-the-box programs. One area that's often overlooked? Building resilience.
Resilience isn't about avoiding stress. It's about giving your employees the tools to bounce back from tough moments — whether that's a challenging project, a personal loss or just the everyday pressure of balancing life and work. And everyone, at every level, can benefit.
Resilience programs help your employees develop the coping skills they need to stay grounded, recover faster and maintain their performance under pressure. These are not "nice-to-have" extras — they're essential. Studies show that resilient employees report better mental health, greater job satisfaction and stronger workplace performance.
There's also an opportunity in benefits design. Not long ago, many health plans excluded coverage for mental health conditions. But today, most carriers — including those offering voluntary benefits — recognize that mental health is just as important as physical health. Many have expanded coverage to include conditions like post-traumatic stress disorder (PTSD), mood disorders and substance use challenges.
Some of the added benefits you can now offer include:
- Accident insurance: Covers PTSD, accidental ingestion of a controlled substance and mental health testing.
- Critical Illness insurance: Covers PTSD, serious mental health conditions like bipolar disorder, schizophrenia and obsessive-compulsive disorder (OCD).
- Hospital Indemnity plans: Covers PTSD, substance abuse treatment, outpatient mental health screenings, nervous disorder and inpatient rehabilitation for mental health diagnoses.
These kinds of benefits matter. They help close the gap between need and access — especially for employees facing out-of-pocket costs that traditional health plans might not cover. When your employees know their mental health is supported holistically — through care, coverage and culture — they're more likely to stay, to trust their leaders and to do their best work.
"Mental health is a cornerstone of overall wellbeing and integrating it into voluntary benefits not only supports our employees' personal lives but also enhances their productivity and engagement at work," Richard Egelston, president, voluntary benefits, said. He goes to remind employers, "By prioritizing mental health, we demonstrate our commitment to a holistic approach to employee care, which ultimately strengthens our organizational culture and success."
Tech that connects: Bringing digital tools for real support
Access remains one of the biggest barriers to care — especially for rural employees, shift workers and those balancing family or caregiving responsibilities. That's where technology becomes more than a convenience — it becomes a lifeline.
When done right, digital tools can meet your people where they are — on their phones, at home or between meetings — making mental health support more personal, more immediate and more approachable. These tools break down barriers to care — removing stigma, reducing wait times and fitting into people's lives where and when they need help. Digital or mobile-based telehealth platforms offer your employees, their spouses and their dependents resources like virtual therapy and counseling sessions, mental health apps and wellbeing programs that are covered by their benefit plan.
Platforms like Gallagher Guide Total Rewards make it possible for you to customize and deliver mental health resources that speak to the needs of your workforce. With wellbeing credits, microsites, targeted communication campaigns or personalized content, technology gives you the power to make mental health care not just available, but meaningful. This dynamic approach helps individuals find the right resources when they're ready.
Gallagher can help
Workforce mental health issues increasingly challenge the culture, efficiency and bottom lines of US organizations. The good news is that a broader range of mental health experiences and tailored resources is available. Your Gallagher consultant can connect you with integrated, data-driven solutions to meet the mental health needs of your workforce. From strategy to implementation, we help you build trust, reduce burnout and support employee wellbeing — at every level of your organization.
