Benefit managers are constantly parsing innovative and cutting edge options to help employees manage and
Lyra Empower is bringing Lyra's tools and programs into one connected platform. The three areas, Connect, Engage and Care, offer a full-scope experience for benefit leaders, members and care providers.
Lyra Connect offers benefit managers real-time feedback around employee engagement, mental health trends and ROI. The AI-powered platform continuously analyzes mental health data, identifying necessary areas of investment, and then recommends solutions, like communication campaigns and other organizational solutions.
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Engage and Care platforms are tailored for members and providers; Care utilizes evidence-based therapy, personalized support in between sessions and other educational digital tools to
"Lyra was the first mental health company to thoughtfully bridge a deep clinical understanding with technology to deliver never-before-seen quality and access," Jennifer Schulz, chief executive officer of Lyra Health, said in a release. "Evolving technology creates the opportunity to take that to a whole new level, improving care for members and guidance for organizations while delivering the highest ROI in mental health."
Despite continued investments into mental health platforms and solutions, employee stress and burnout is on the rise, after declining year-over-year since 2021, according to data from Lyra Health. In 2024, 43% of adults said they were more anxious than previous years, and 55% said they were stressed on a daily basis, according to data from Clever. Lyra Health's annual
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In a previous conversation with Employee Benefit News, Joe Grasso, Lyra's vice president of workforce transformation, shared that while employers have previously seen mental health solutions as a "check-the-box" option in their benefit plans, leaders need to be more intentional and focused about the benefits they utilize and how they're measuring the impact.
"If you have a workforce that is struggling with their mental health and not getting effective treatment, you're going to see a drag on productivity and retention that spills over into other healthcare claims costs," Grasso says. "You need the data that says, 'This is how many people engaged with care, got that care, improved and recovered.' And one step further, this is what that can mean for cost savings in the health plan and for productivity and retention."
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Lyra's data has found nine out of 10 members saw a long-term improvement in their mental health, as well as a 26% reduction in overall healthcare claims for participants. With AI powering these advancements, employers can make changes to their programs faster, be more reactive to employee needs, and feel empowered by the support they offer.
"Employers should be paying more attention to the value that they're getting out of their mental health solution, and the best way to calculate that value is to look at how many people are using the program and how many people are getting better and staying better," Grasso says. "We know what drives significant clinical improvement: It's using evidence-based therapies and working with providers who are measuring their outcomes. That data is shaping the treatment plan."
