US research
Meet employees where they are
To meet employees where they are, companies must prioritize supporting employees with mental health challenges, improving mental health promotion and focusing on prevention.
Within each area, we have compiled evidence-based strategies that can be effective in building a supportive workplace for mental wellbeing. The strategies below are supported by evidence from an in-depth literature review and a series of focus group discussions with employers and employees. In addition, we provide real examples from workplaces where these strategies have been adopted to create innovative programs that improve mental health.
Support employees with mental health challenges
These strategies provide mental health support or resources for employees with existing mental illnesses or mental health challenges.
• Offer comprehensive mental health services
Why it is important
Evidence indicates that there is a great need for comprehensive mental health benefits that hit multiple focus areas in providing support for employees. Employees need and expect more mental health support from their employers than they have in the past.1 In response, companies are racing to keep up with these needs. Some employers have created comprehensive, innovative mental health programs to respond to employee needs, but there is more that can be done.1 Focus group participants noted several shortcomings in the mental health coverage provided by their employers: too few covered visits, lack of provider choice, high out-of-pocket costs and challenges accessing medical care outside of work hours.
See it in action
Employee Assistance Programs are a demonstrated example of widely offered mental health services. At Uber, a mobility and transport company, the Employee Assistance Programs and other wellbeing programs include access to confidential counseling "around the clock." The counseling can take place face to face or via phone or video visit, and can address a variety of topics including stress, anxiety, depression, burnout, grief, relationship issues and more. Uber employees are also given access to a library of wellness materials from parenting tips, to nutrition, fitness, caregiver support, stress and fatigue management and many more. Uber delivers these services through their wellness app that not only includes interactive video guides for meditation and fitness but also helps employees measure, understand and improve their own mental wellbeing.They can also use the app to sign up for a series of courses to target specific needs. In addition, Uber’s Wellbeing Reimbursement Program is designed to support physical health and mental wellness. The program reimburses employees for eligible expenses including home exercise equipment, ergonomic home office equipment, gym memberships, wellness retreats, fitness tech and more.2
References
American Psychological Association. Workers appreciate and seek mental health support in the workplace [Internet]. Washington, DC: APA. Available from: https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support
Uber. Benefits at Uber [Internet]. Available from: https://www.uber.com/us/en/careers/internationalbenefits/#:~:text=Mental%20wellness,tools%20to%20support%20mental%20wellness
• Identify employee mental health needs
Why it is important
81% of individuals surveyed by the American Psychological Association said that support for mental health in the workplace is a factor they will consider when seeking job opportunities in the future.1 Focus group participants noted that employers and company leaders often fail to connect with employees and understand their needs. Participants voiced that it is important for leadership to connect to employees and work to destigmatize mental health issues in the workplace.
APA said that support for
mental health in the workplace
is a factor they will consider
when seeking job
opportunities in the future.1
See it in action
The Muir Matches Measure created by Professor Cindy P. Muir is a mechanism to assess and quantify employee burnout. According to their website, the measure features eight matchsticks in a row, each more charred than the last, representing increasing levels of burnout. The measure intends to encourage easy assessments and organizations are using it to find out how their workers are feeling. Employees can use the tool to identify which match best represents how they’re feeling.2
References
American Psychological Association (APA). Workers appreciate and seek mental health support in the workplace [Internet]. Washington, DC: APA. Available from: https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support
World Economic Forum. 2023. This picture can help assess burnout at work [Internet]. Switzerland: WEF. Available from: https://www.weforum.org/videos/this-picture-can-help-assess-burnout-at-work
• Expand employee mental health benefits
Why it is important
Employees need and expect more mental health support from their employers than they have in the past. In response, companies are racing to keep up with these needs. Some employers have created comprehensive, innovative mental health programs to respond to employee needs, but more can be done.1 Focus group participants stated that their current mental health benefits are often insufficient and cited high out-of-pocket costs as a barrier to seeking help from a mental health professional.
See it in action
Intuit, a financial software company, provides their employees with a mental wellness reimbursement in which employees receive up to $1,300 per fiscal year for expenses related to their emotional, physical and financial wellbeing.2
References
American Psychological Association. Workers appreciate and seek mental health support in the workplace [Internet]. Washington, DC: APA. Available from: https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support
Castle B. 2022. 28 companies that offer mental health support benefits [Internet]. Available from: https://www.inhersight.com/blog/mental-health/companies-with-mental-health-support-benefits
Improve mental health promotion
These strategies are designed for improving health literacy or wellbeing promotion, aiming to improve awareness and give employees the tools to take charge of their own mental health.
• Equip employees to handle future stressors
Why it is important
Equipping employees to handle future stressors is necessary to improve workplace mental health. Mental health literacy among employees helps them to feel empowered to improve and prioritize their well-being. A solid understanding of self-care and mental resilience strategies will empower employees to seek help if and when they need it.1
See it in action
Thomas Hine, a law firm, launched the “Mindfulness Wednesday” campaign. Mindfulness Wednesday connected employees with virtual wellness coaches that are provided to the staff. The goal is to help attorneys be more mindful in order to ease burnout and to offer mechanisms to handle stress.2
References
Harvard Pilgrim Health Care. How strong is your organization’s mental health literacy? [Internet]. Available from: https://www.harvardpilgrim.org/hapiguide/how-strong-is-your-organizations-mental-health-literacy/#:~:text=Additionally%2C%20mental%20health%20literacy%20among,and%20when%20they%20need%20it
Kopecky C. 2021. Innovative approaches to mental health in the workplace: improve employee retention and productivity [Internet]. Available from: https://tagsearch.com/insights/articles/innovative-approaches-to-mental-health-in-the-workplace
• Focus on education
Why it is important
Health literacy helps to prevent negative health outcomes through education, helping employees understand how to better manage health problems when they arise. There is a need to close gaps in understanding when it comes to medical terms, risks and benefits that impact one’s health.1 Additionally, focus group participants explained that resources are not always easy to find; there is a need to amplify these and simplify processes to ensure employees are being considered in designing workplace mental health programs.
See it in action
Johnson and Johnson, a pharmaceutical company, has introduced the “One Mind Initiative” that expands their employees' access to mental healthcare, transforms coverage and changes the perspective on workplace mental health.2 The initiative incorporates programs that teach employees and their families about the importance of mental well-being and conducts regular mental health reviews and workplace risk analyses. As part of the initiative, both managers and employees are trained so they can be aware of issues as well as steps to help mitigate problems. The initiative equips individuals with managing stress, working on resilience and incorporating a healthy work-life balance. Additionally, Johnson and Johnson has a defined organizational commitment to advancing health literacy among their workforce. The company incentivizes participation in employee wellness and prevention programs, voluntary health screenings, and periodic health surveillance.3
References
Centers for Disease Control and Prevention. 2022. Understanding health literacy. Washington, DC: CDC. Available from: https://www.cdc.gov/healthliteracy/learn/Understanding.html#:~:text=Health%20literacy%20can%20help%20us,health%20problems%20when%20they %20arise.&text=They%20aren't%20familiar%20with,affect%20their%20health%20and%20safety”
Johnson and Johnson. 2022. Position on Employee Compensation and Benefits. Available from: https://www.jnj.com/about-jnj/policies-and-positions/our-position-on-employee-compensation-and-benefits
Wong B. 2012. Building a Health Literate Workplace. [Internet] Available from: https://journals.sagepub.com/doi/pdf/10.1177/216507991206000806
Focus on prevention
These strategies seek to prevent negative mental health outcomes, increase the focus on mental wellbeing and create a mentally healthy workforce.
• Promote healthy activities
Why it is important
According to the CDC, because employees who work full-time spend around 8 hours a day in the workplace, employers are uniquely positioned to promote healthy activities to positively affect the health of their employees. Healthy activities in the workplace can improve employee mental health both in the long and short-term, as well as increase productivity, reduce absenteeism and increase employee morale.1
See it in action
Akamai Technologies, a technology company, created the Akamai Wellness program which focuses on physical and mental health by hosting events, holding group trainings and providing tips for fitness, nutrition and lifestyle improvements.2,3 By incorporating aspects of physical health and wellbeing that can improve mental health outcomes,4 the program acts as a comprehensive tool for improving mental health at work. The program administrator and wellness program manager work together to create wellness materials to support employees with diverse needs and ensure resources are tailored to meet them.2,3
References
Centers for Disease Control and Prevention. 2023. What’s your role? Employers [Internet]. Washington, DC: CDC. Available from: https://www.cdc.gov/physicalactivity/activepeoplehealthynation/everyone-can-be-involved/employers.html
Nguyen L. 2020. Akamai Wellness in APJ [Internet]. Available from: https://www.akamai.com/blog/culture/akamai-wellness-in-apj
COMPT. People ops spotlight: Julie Paris, Wellness Program manager at Akamai [Internet]. Available from: https://www.compt.io/hr-articles/people-ops-spotlight-julie-paris-akamai
Sage Neuroscience Center. 2021. What a healthy body means for mental health: The importance of eating right, getting exercise and sleeping [Internet]. https://sageclinic.org/blog/healthy-body-mental-health/#:~:text=A%20healthy%20and%20fit%20body,us%20pleasure%20and%20lessens%20pain.
• Conduct regular mental health check-ins with employees
Why it is important
Conducting regular mental health check-ins with employees is necessary to create an enabling environment that values workplace mental health. Focus group participants stated that there was a lack of enforcement and regulation of mental health policies and a lack of understanding among employees that wellness benefits exist. A solution to this is creating channels of communication within organizations to ensure employees and leadership are in communication about mental health.
See it in action
Ernst & Young, a global professional services company, has an “R U OK?” campaign which was created to address mental health and addiction within the workforce. The program works through opening meaningful and nonintrusive conversations about resources offered at the firm. The initaitive's aim is to create awareness surrounding mental health and addiction, remove stigma surrounding these topics and show those that are battling mental health and addiction issues that they are supported in their work environment.1
References
Center for Workplace Mental Health. “R U OK?”: A meaningful question to foster a culture of caring at EY [Internet]. Washington, DC: American Psychological Association Foundation. Available from: https://workplacementalhealth.org/case-studies/ey
Reports and downloads
Read the reports here
Through an in-depth literature review and market insights, we have gathered real-world examples that demonstrate how global workplace mental health policies can be effectively tailored to meet local needs. These examples show how several multinational corporations (MNCs) have developed comprehensive, yet, contextually and culturally relevant approaches to employee mental health and well-being.
Explore other domains of workplace innovations
US research
Ways of working
Workplaces must engage employees and consider employee working styles
US research
Beyond the workplace
Supporting employees in the workplace and beyond is necessary for improving mental health outcomes
Explore Multi-national research
Gain a global edge: crafting a comprehensive mental health strategy for the modern workforce