In recent years employees have been asking for more support for mental health and well-being than ever before. Employers who respond thoughtfully are rewarded with stronger engagement, reduced absenteeism, better retention, and a healthier company culture. At Wells Insurance, we believe mental health is a central pillar of employee benefits, and we’re here to help you build programs that truly make a difference.
Some recent trends and data points show just how important this is becoming:
A large number of full-time U.S. workers report stress, anxiety, low mood or burnout. Many have considered quitting because they were concerned about mental health.
Behavioral health claims are growing fast. Some insurers expect cost increases of 15% or more over the next few years just from mental health services alone.
Employee Assistance Programs (EAPs) are widely available in many large companies, but utilization is often low (around 5-10% in many cases).
Holistic well-being (mental, physical, financial, social support) is becoming a standard expectation of modern workers.
These trends make it clear: providing mental health support is no longer a “nice to have.” It is essential.
To build or refine a program that meets employee needs and contributes to business success, these elements tend to be most effective:
Comprehensive Employee Assistance Programs (EAPs)
These should include both in-person and virtual counseling, crisis support, and clear guidance on how/when to access help.
Make sure that confidentiality is clear, access is easy, and awareness is frequent. Many employees don’t use EAP simply because they don’t know how or worry about privacy.
Tele-therapy / Virtual Mental Health Support
Virtual therapy is increasingly accepted. Surveys show many employees are willing to use tele-therapy, especially younger workers.
These options help remove geographic barriers, reduce travel time, and allow more flexibility.
Mental Health Days & Flexible Time Off
Offering designated mental health days (or flexible paid time off for well-being) helps employees recharge and manage stress.
These policies signal that mental health is taken seriously.
Holistic Wellness Programs
Include resources for physical wellness, financial counseling, stress management, mindfulness, work-life balance, caregiver support, etc.
Support programs for managers (training to recognize early signs, ways to respond) are increasingly important.
Preventive & Proactive Support
Regular screenings, risk assessments, check-ins. Don’t wait for a crisis.
Wellness seminars, resilience workshops, mindfulness or meditation sessions.
Strong Communication & Culture
Promote the mental health benefits clearly and often. Make sure everyone knows what is available and how to use it.
Leadership involvement helps reduce stigma. When leaders normalize the conversation about stress, burnout, mental health it encourages use.
Measurement & Data
Track usage rates of EAP, tele-therapy, wellness programs.
Measure outcomes like absenteeism, turnover intentions, engagement, wellbeing metrics.
Use data to adjust programs over time so offerings stay relevant.
While building out mental health / well-being programs is essential, there are common pitfalls:
Low utilization: Just having a program is not enough. Without awareness and encouragement, many employees do not use the benefits.
Stigma: Fear about career impacts, privacy concerns, or not wanting to appear weak can all reduce uptake.
Cost management: Mental health services are rising in cost, so balancing access and budget is important.
Diversity of need: Employees will have very different needs (some prefer virtual, others in-person; some want manager support, others peer groups). One size does not fit all.
At Wells Insurance we are committed to helping businesses build mental health and wellness programs that are effective, sustainable, and attuned to your culture. Here’s how we can partner with you:
Review your current benefits structure and identify gaps (for example in tele-therapy or EAP)
Suggest plan enhancements or vendors that specialize in mental health and holistic wellness
Help you design communication plans so employees know what is available and feel safe using the benefits
Work with you to measure outcomes so you can see the return on investment in wellness programs
If you are considering upgrades or new offerings here are some immediate steps to take:
Survey your employees to learn what types of mental health support they value most
Audit your current benefits (EAP, tele-therapy, sick leave / PTO policies) to see what is covered and what could be added
Ensure leadership and management are trained to support mental health conversations
Budget for more flexible, proactive support rather than waiting for crises
Employees who feel supported in mind and life are more resilient, more engaged, more productive. Mental health and wellbeing are core parts of modern employee benefits—not extras.
If you are ready to review or expand your mental health and well-being programs reach out. Contact Wells Insurance to see how our Employee Benefits team can help you build a program that fits your workforce and supports everyone’s wellbeing. Visit our Employee Benefits page to learn more or to schedule a consultation.