Is your employer-funded healthcare truly supporting your workforce’s mental health?
With one in four adults experiencing mental health challenges annually, the stakes for employers have never been higher.
Poor mental health costs UK businesses a staggering £51bn each year, with £24bn lost to presenteeism alone.
As an HR leader, you’re not just managing benefits - you’re shaping the wellbeing, engagement, and productivity of your workforce.
Business case for mental health support
Investing in mental health benefits isn’t just compassionate - it’s a smart business decision.
The payoff:
- Increased productivity: Employees with access to mental health resources are generally healthier, take fewer sick days and work more effectively.
- Improved retention: Meaningful benefits attract and retain top talent.
- Cost savings: Preventative care reduces overall healthcare expenses.
- Higher engagement: Supported employees are more motivated, collaborative, innovative and happy.
As an employer you need to ask whether your employees are getting the mental health care they need and deserve.
If the answer isn’t clear, here’s our top suggestions for bridging the gap in your healthcare offering.
Train your team with mental health first aid
Did you know 73% of employees are afraid to disclose mental health struggles?
Mental health first aid (MHFA) training equips employees to recognise, understand, and support colleagues struggling with mental health challenges.
It fosters a culture where open conversations and seeking help are normalised.
Why MHFA matters
- Reduces stigma and creates a supportive workplace.
- Encourages open, judgment-free conversations.
- Guides employees to the right resources for help.
- Empowers managers to identify and support struggling team members.
Stigma remains a significant barrier to seeking help. MHFA can transform your workplace into a safe, inclusive, and supportive environment.
Empowering employees with EAPs
Employee assistance programmes (EAPs) provide confidential tools and resources to help employees navigate personal and professional challenges while staying productive.
How EAPs support your workforce
- Access to professional counselling for resilience and coping strategies.
- Behavioural therapy to reshape negative thought patterns.
- Crisis intervention for immediate support during urgent situations.
- Work-life balance resources, including stress management tools.
EAPs also empower managers - 33% of whom feel unprepared to handle mental health issues - with the knowledge and tools to proactively support their teams.
By fostering resilience and offering timely support, EAPs create a healthier, more engaged workforce.
The value of health cash plans
For businesses balancing tight budgets, health cash plans offer an affordable way to provide mental health support without the high costs of group health insurance.
Why they work:
- 24/7 counselling helplines and face-to-face therapy access.
- Affordable, tailored care for employees’ needs.
- Quick implementation and simple usability.
These plans demonstrate your commitment to employee wellbeing while offering practical, impactful solutions.
Addressing issues before they escalate
Preventative care is the cornerstone of a long-term strategy for employee wellbeing.
By addressing mental health proactively, you can tackle issues like stress, anxiety, and loneliness before they become critical.
Key preventative strategies
- Resilience workshops and mindfulness programmes.
- Regular health screenings and wellness apps.
- Team fitness challenges and social events to foster connection.
Preventative care reduces absenteeism, boosts morale, and saves costs in the long run.
Financial wellbeing: A hidden key to engagement
Financial stress is one of the leading causes of workplace distraction.
In fact, employees facing financial strain are nearly five times more likely to feel distracted at work. Employers can play a critical role in alleviating financial pressure.
How to help:
- Offer financial literacy programmes that empower employees to budget and save effectively.
- Provide student loan support and debt counselling.
- Match savings contributions to encourage long-term financial security.
- Share retirement planning tools, workshops, and resources.
By reducing financial stress, you’ll foster a more secure, focused, and engaged workforce.
Key questions HR leaders should ask themselves
- Does our healthcare plan offer accessible therapy and counselling services?
- Are mental health resources promoted in a stigma-free way?
- Do we provide preventative programmes like mindfulness workshops or resilience training?
- Are we addressing employees’ financial wellbeing needs?
Take action now
In today’s competitive talent market, meaningful mental health benefits are no longer optional - they’re essential.
Investing in mental health isn’t just about doing the right thing; it’s a business imperative that drives engagement, productivity, and retention.
Does your healthcare plan truly support your employees’ mental health?
If not, it’s time to rethink and redesign your benefits strategy to deliver the care your workforce deserves - and your business demands.
Supplied by REBA Associate Member, Avantus
Flexible Benefits & Technology specialist providing online, highly configurable platforms to Customers and Intermediaries worldwide.
