Reports of
The data tells us that placing greater emphasis on employee well-being has never been more important. The findings tell us even more when it comes to possible solutions: 89% of employees view
Mental health looms large, but traditional benefits aren't helping like they should
Workplace stress appears to be escalating as CEOs and employees surveyed this year report rising mental health issues and toxic work environments. Exactly what is driving this is nuanced in each workplace, but the concerning pattern holds true across a variety of industry sectors.
Despite the clear increase in need for support, 2024 workplace research highlighted another trend: Many employees are not using the mental health resources made available by their employers — even among employees who place a high value on these benefits. On average, 70-point gaps exist between the benefits employees say are important and what benefits they're actually using.
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For instance, 89% of employees say Employee Assistance Programs (EAPs) help them care for their mental health, however, only 12% indicated they use their employer-sponsored EAP.
The reasons why can be complicated, but the research suggests several possible explanations:
- Stigma: Employees fear that using mental health services will be viewed negatively by their peers or superiors, with a majority of CEOs, HR leaders, and employees surveyed in agreement that companies
view someone with mental health issues as weak or a burden. - Awareness: Many employees just aren't aware of the benefits their employer offers. On average, 60-point gaps exist between the benefits employees say are important and what they know is currently offered.
- Confusion: Like taxes, benefits are just plain confusing to navigate. From enrollment to co-pays, claims, and everything in between, employees are confused about their benefits. In fact,
84% of employees reported being confused about their benefits this year. - Cost: In a
2023 study by Mental Health America, cost was the primary reason that more than half of U.S. adults with mental illness did not receive treatment.
Organizations faced with decisions about how to address these obstacles must also consider another highly valuable piece of insight: The vast majority of those surveyed this year saw flexible work hours (89%) and remote work (84%) as primary mental health benefits.
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Flexible work as an empathetic mental health benefit
Employees are increasingly looking to flexible work arrangements as a solution to address their mental well-being. The ability to control one's schedule or work from home are highly desired benefits employees see as helping them reduce stress, enhance work-life balance, and improve overall mental health.
Part of creating a deeper sense of understanding between employers and employees involves aligning the full employee value proposition with employee needs. Flexible work arrangements can be seen by employers as not only an avenue for improving mental health, but also fostering a culture of workplace empathy — one of the most powerful antidotes to the mental stress and toxicity that degrades workplace culture and ultimately, performance and productivity.
The understanding of empathy in the workplace — the ability to understand and share the feelings or perspectives of others — has evolved from a "nice-to-have" leadership trait to an essential component of a thriving working environment. Organizations that actively cultivate empathy are better equipped to address the employee stress and burnout that often leads to low morale, absenteeism, and turnover.
Not all employers are able to offer remote work options. Fortunately, there are a number of ways employers can demonstrate a similar commitment to trust and autonomy. This can include the ability for employees to customize their working hours or adjust their schedules to accommodate medical appointments or family obligations. Of those surveyed this year in the 2024 State of Workplace Empathy study, 89% said "respecting the need to take time off to care for family" was an important empathetic behavior for employers to demonstrate. Yet, only 44% said they actually experience that behavior at work.
Organizations that prioritize and empower empathetic behaviors in the workplace enable employees to discuss their challenges without fear of judgment. This openness encourages a more proactive approach to managing mental health, where employees feel comfortable seeking help and finding workable solutions before issues escalate. What's more, empathy enhances team dynamics. When employees feel understood and respected by their peers and leaders, they are more likely to collaborate effectively, share ideas openly, and support one another during challenging times.
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Reevaluating mental well-being
Workplace data is signaling that expanding access to mental health benefits and resources is essential, and it's important to think holistically about what that means. Aligning mental well-being resources with employee preferences should now include the recognition that flexibility can provide incredibly meaningful support.
As employers continue to evaluate the effectiveness of their mental health offerings, the importance of a culture of openness and empathy should not be ignored. Leaders can foster dialogue, model work-life balance, and empower employees to choose the support that works best for them — whether that's access to mental healthcare or autonomy to choose when and how they work. Those who do will be better positioned to retain talent, foster engagement, and build healthier, more productive workplaces.
