One thing keeps coming up when I’m chatting with clients and that is the topic of supporting employee mental health. Everyone agrees that the combination of a global pandemic, international conflicts, unpredictable weather-related disasters on top of daily life stressors has left people struggling to cope. While employers recognize this, they don’t always know how to help. A few of our clients have said it can be tempting to chase the latest shiny new product or tool that promises results. Unfortunately, that isn’t always in the budget and it can take too long to implement. What they often overlook is that they already have tools and resources available.   

Benefit plans

If you have a benefit plan for employees, then there is a good chance they have access to mental health support via counselling with a registered psychologist or social worker. Typically, a referral is not required to make an appointment with a psychologist or social worker. You can help employees to understand and access these services by using a multi-channel communication strategy to

• Confirm the coverage amounts for each,
• Provide examples of how these services can help, and
• Include instructions on submitting expenses for prompt repayment if direct billing is unavailable.

Many benefit plans also have other coverage to support your employee’s health. These might include nutrition counselling, exercise therapy, acupuncture, massage therapy, physiotherapy, health spending accounts, and virtual health care. Unfortunately, many employees don’t know what their benefit plan covers and don’t know how to find out. By preparing a communication plan outlining coverage amounts, benefits of different services, and claim processes, employees can start to understand and access these services. If you are unsure how to share this information, reach out to the benefits provider. Most companies have resources to help with this process. Also, ask about being included on future emails and mailing lists that announce new products and services so that you are always in the know!

Employee Assistance Plans 

If you have an employee assistance plan (EAP), you are off to a good start. First, get in touch with your EAP provider to confirm what services are available and how employees can access them. Then, make sure employees can quickly find and reference this information when they need to.   

Many EAP providers have put together specialized programs and resources to respond to the universal increase in mental health challenges. You can request that a representative from your EAP provider deliver in-person or virtual presentations on these new offerings so that employees can learn more about the services and how they can help. 

Management team

Your management team can help employees that are struggling with mental health. One of the most important aspects of being a manager is creating a supportive environment where everyone can succeed. Have you made sure managers have the tools they need to effectively navigate mental health in the workplace? There are various Canadian-based training programs for managers to help them identify when someone is struggling and know how to respond. Here are a few training options to consider:

• Mental Health Commission of Canada,
• The Working Mind,
• Canadian Mental Health Association, and
• Mental Health Works.

Employers have a lot of resources already available when it comes to supporting employees today and into the future. Combining a well-trained and supportive management team with a benefits plan can be highly effective in maintaining a healthy workplace. Employee benefits should be used, not just offered as a recruitment incentive. The problem is that benefit plan communication is often overlooked, leaving employees feeling unsure and confused about their coverage and the claims process. Clear and consistent communication is the key to ensuring employees understand their coverage, how it can help them, and how to access services. Will increased benefit use result in increased premiums? Maybe. It will definitely result in happier and healthier employees who are more engaged and productive. You can’t put a price on that.