Employers Identify Workforce Mental Health Priorities for 2022

As the third year of the COVID-19 pandemic continues to disrupt people’s lives, employee mental health remains a top HR priority.

As in the past two years, employers identify stress and burnout as a major threat to their workers, according to to the results of the survey published in January by the consulting firm WTW (formerly Willis Towers Watson). The company’s 2021 Wellbeing Diagnostic Survey, conducted in October, asked 322 US employers with 100 or more employees about their expectations for 2022. Among the findings:

• 86 percent of employers said mental health, stress and burnout remained a top priority.
• However, 49 percent had not formally articulated a wellness strategy for their workforce.
• 26 percent had adopted a wellness strategy.

“As levels of stress and burnout continue to rise amid the ongoing pandemic, employers are putting the overall wellness of their employees at the top of their list,” said Regina Ihrke, senior director of health and benefits at WTW. “The organizations that move the needle most effectively are those that develop a comprehensive strategy that supports all aspects of employee well-being. It’s also important to articulate that strategy to employees, conduct manager training, and measure employee well-being.” effectiveness”.

The survey identified the top two actions respondents planned to take in 2022 to improve employee wellness in each of the following four categories:

emotional well-being:

• Implement an organization-wide behavioral health strategy and action plan.
• Redesign employee assistance program benefits, including increasing visit limits and expanding services.

Physical well-being:

• Consider programs that address specific conditions for high-cost cases, such as maternity, diabetes, and depression.
• Promote the use of mobile applications for physical well-being.

Financial wellness:

• Set goals and track financial wellness programs at critical financial decision points like a new family, young children, and buying a first-time home.
• Evaluate financial wellness programs to determine their consistency with the values ​​of inclusion and diversity.

Social Welfare:

• Examine advantages on site to support new working arrangements.
• Incorporate inclusion and diversity priorities into benefits program design.

“As we move into 2022, employers struggling with recruiting and retention will look to make their wellness programs a differentiator to attract and engage top talent,” Ihrke said. “Employers are looking for new ways to engage and empower employees to take charge of their own well-being.”

Omicron adds to the stress

The omicron surge has
added to the stress and anxiety workers struggle withsaid Michael Thompson, president and CEO of the National Alliance of Health Care Buyers Coalitions, a network of nonprofit trade groups focused on improving the value of health care.

“While we hoped the worst was behind us, employers will want to double down on creating a supportive environment as the issues created by the pandemic continue.”

Ensuring access to counseling

Paul Roelke, manager of member services for The Alliance, a self-funded health care benefits administrator, advised employers to audit their health benefits and networks to ensure their employees have access to mental health resources. “And if they’re serious about their employees using those resources, affordability is just as important;
make sure your health plan offers broad access to in-network mental health providers“, it posted on The Alliance’s website. “Eliminating or reducing copays for employee mental health counseling and certain prescription drugs also greatly improves access to mental health care.”

Roelke also pointed to the growing use of virtual therapy. “About half of US counties don’t have psychiatrists, so you need to make sure your health plan offers telehealth services,” she wrote. “Telehealth removes multiple barriers to mental health treatment, such as transportation and cost, while offering comparable outcomes.”