
Supporting Mental Health in the Workplace: Proven Strategies for Employers
“A staggering 70% of employees say their mental health directly impacts their productivity at work.”
That’s not just a statistic—it’s a wake-up call.
Workplace mental health isn’t just a nice-to-have anymore. It’s a business imperative. When employees struggle, performance dips, absenteeism rises, and turnover becomes a costly problem. Yet, despite increased awareness, many organizations still grapple with how to provide meaningful support without breaking the bank.
How much coverage is enough? How do you ensure employees actually use the resources available? And what’s the best way to remove the stigma around seeking help?
These are the questions employers need to answer—now. The good news? There are practical, high-impact strategies that leading organizations are already using to bridge the gap between mental health awareness and real, tangible support.
Let’s dive into the solutions that actually work.
What Employers Are Doing: Solutions That Work
Mental health challenges in the workplace aren’t solved with good intentions alone. Employers need real, effective solutions—ones that employees will actually use. Here’s what leading organizations are doing to make a difference.
Upgrading Employee and Family Assistance Programs (EFAPs)
For many employees, an EFAP is their first (and sometimes only) option for mental health support. The problem? Traditional programs often fall short—limited sessions, unclear access, and a lack of awareness mean they go underutilized.
Here’s how companies are fixing that:
✅ Adding EFAPs – If your benefits plan doesn’t include an EFAP, this is the first step. Providing 24/7 access to counseling, resources, and crisis support ensures employees have somewhere to turn.
✅ Expanding Session Limits – A handful of sessions isn’t enough. Navigate’s preferred pricing EFAP with Homewood offers 12 sessions per year, more than double the industry norm. More sessions = real, sustained support.
Increasing Mental Health Practitioner Coverage
Even with an EFAP, many employees need ongoing therapy with a professional they trust. The problem? Low coverage limits run out fast.
Organizations are recognizing this and responding with meaningful increases:
💡 Boosting Coverage – The standard $500-$750 mental health allowance? It’s no longer enough. Many companies are now offering $1,000-$2,000 annually for psychologists, social workers, and other licensed mental health practitioners.
💡 Broadening Eligible Providers – Not every employee connects with a traditional therapist. Expanding coverage to include registered counselors and clinical therapists gives employees more choices—and a better chance of finding the right fit.
Educating Employees on Available Resources
It’s one thing to offer mental health benefits. It’s another to ensure employees actually use them. Too often, employees don’t even realize what’s available until they’re in crisis—or worse, they assume the process is too complicated to bother.
Companies that get this right focus on proactive education, not reactive solutions:
📢 Frequent Communication – Regular reminders via email, Slack, Teams and benefits portals keep mental health resources top of mind.
📢 Framing Mental Health Support as Preventative – Therapy isn’t just for crisis moments. Positioning it as a proactive tool—like going to the gym for mental well-being—helps normalize seeking help.
📢 Sharing Success Stories – Whether it’s an anonymous testimonial or a senior leader openly discussing their own experience, real stories reduce stigma and increase engagement.
Offering More Provider Options
Accessing mental health support shouldn’t feel like an obstacle course. Yet, many benefits plans lock employees into specific networks or provider lists—limiting their choices and making it harder to find the right fit.
Employers that prioritize flexibility are seeing higher utilization and better outcomes. Here’s how:
🔹 Removing Provider Restrictions – Allowing employees to choose any licensed professional—rather than being tied to a limited network—ensures they find a provider that works for them.
🔹 Covering Virtual Therapy – Many employees prefer online sessions, especially those in remote locations or with busy schedules. Expanding coverage to include virtual counseling and therapy apps makes mental health care more accessible.
🔹 Supporting Diverse Needs – Employees have different cultural, language, and therapeutic preferences. Providing access to a diverse range of counselors ensures they can connect with someone who truly understands them.
Making Mental Health Benefits Sustainable
Great mental health support doesn’t mean unlimited spending. The key is balancing meaningful benefits with financial sustainability. Here’s how companies are doing it:
📊 Tracking Utilization Trends – Reviewing how employees use mental health benefits helps identify what’s working—and where adjustments are needed.
🤝 Leveraging Preferred Pricing – Group pricing agreements, like Navigate’s partnership with Homewood, allow companies to offer enhanced benefits without skyrocketing costs.
⚖️ Reviewing Stop-Loss and Pooling Levels – As mental health claims rise, so do costs for associated medications. Employers who proactively adjust their stop-loss and pooling charges, ensure their plans remain sustainable long-term. For more on pooling charges and stop-loss, check out our previous blog here.
Why This Matters
Investing in mental health benefits isn’t just about checking a box—it’s about creating a workplace where employees can thrive. The impact?
✔️ Higher Retention – Employees are more likely to stay with companies that prioritize well-being.
✔️ Better Productivity – Healthy employees perform better, collaborate more effectively, and take fewer sick days.
✔️ Stronger Employer Brand – Organizations known for supporting mental health attract top talent and build loyalty among employees and stakeholders.
Let’s Build a Plan That Works
Designing the right mental health benefits strategy doesn’t have to be overwhelming. That’s where Navigate Benefit Solutions comes in.
We help businesses customize, optimize, and enhance their mental health offerings—without unnecessary costs. Whether it’s expanding EFAPs, increasing coverage, or streamlining provider access, we’ll work with you to create a plan that supports your employees and sustains your business.
📩 Reach out today and let’s get started.