Supporting Workplace Mental Health Why It Matters for Your Organization By American Fidelity For years, mental health has felt like a topic to tiptoe around, especially at work. Thankfully, that’s starting to change. More people are opening up about their struggles, and businesses are beginning to recognize that mental health isn’t just a personal issue — it’s a workplace issue too. After all, we don’t leave our emotions, stress or challenges at the door when we clock in. They come with us, shaping how we focus, collaborate and perform. More and more, employees are speaking up about what they need. The data backs this up, showing just how significant the connection between mental health and work really is. In fact, 23.4% of U.S. adults experienced a mental illness in 2024. That’s over 60 million people, according to “The State of Mental Health in America” report.1 The “2025 Work in America” survey underscores this reality, stating 93% of workers report that it is very or somewhat important for them to work for: • An organization that values their emotional and psychological well-being. • An employer that supports employee mental health.2 With such a large portion of the population affected, companies can no longer afford to treat mental health as a secondary concern. Let’s explore why supporting workplace mental health matters, how to integrate it into a comprehensive benefits package, and why doing so can help your organization build a more resilient, high-performing workforce. Why Mental Health Is Essential in the Workplace Employees experiencing mental health conditions may struggle to focus and fully engage with their work. This could impact your organization’s productivity, increase absenteeism and place additional demands on coworkers. In fact, a national study of the U.S. workforce found that: • 50% of workers report moderate to severe levels of anxiety. • 48% of workers say they have left jobs for mental health reasons. The good news is the same study found that employees who agreed with the statement, “Overall, my company supports my mental health,” were: • Twice as likely to report no burnout or depression. • Three times more likely to trust their company and its leadership. • Two times more likely to intend to stay at their company for two years or longer.3 These findings make it clear that supporting mental health requires more than good intentions. Employees need access to meaningful resources, and one of the most impactful ways you can provide that support is through your benefit offerings. Insurance Coverage: A Cornerstone of Mental Health Support Why It Matters In the United States, health insurance is typically the primary — and most cost-effective — way employees access mental health support. When you offer a benefits package that supports the physical and emotional well-being of your workforce, you show you care, help strengthen trust and engagement and give your employees a compelling reason to stay. Key Services to Consider When designing or refining your benefits package, consider offering a mix of plans and services that support employees at different stages in their mental health journey. These might include: • Health Savings Accounts (HSAs): If an employer offers a Section 125 Plan, employees may enroll in a qualified high-deductible health plan (HDHP) and pair it with an HSA to set aside pre-tax dollars for psychiatric care, prescriptions, diagnostic tests and other eligible medical expenses. HSAs can help reduce financial barriers to care, making it easier for your workforce to proactively manage their well-being and stay healthier in the long term. • Disability Income Insurance: Some mental health conditions — such as mood, anxiety, eating or psychotic-spectrum disorders — may require extended 16 KENTUCKY AUTO DEALER
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