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 time away from work for treatment. Disability income insurance can help protect a portion of an employee’s paycheck during recovery, potentially reducing stress at a critical time. This support helps your people return to work more focused, stable and prepared to re-engage. • Employee Assistance Programs (EAPs): EAPs provide confidential short-term counseling, crisis support, referrals and everyday resources that help employees address challenges early before they escalate. For employers like you, EAPs can help reduce absenteeism, support healthier teams and promote a more resilient and engaged workforce. These offerings can work together to ensure employees have multiple pathways to access support, whether they need immediate assistance, long-term treatment, financial flexibility or time away to prioritize their well-being. Providing a variety of options also makes it more likely that employees will seek and receive the support they need when it matters most. THE BUSINESS CASE FOR MENTAL HEALTH INVESTMENTS Positive ROI Employers that offer employee mental health resources often see improved engagement, reduced absenteeism and more consistent performance. But a new study helps prove why it’s also a practical business strategy. Researchers followed 13,990 employees and dependents across multiple industries for nearly five years, finding that every $100 invested in an employer-sponsored behavioral health program with fast access to psychotherapy and medication management was associated with a $190 reduction in medical claims costs.4 This means that a well-designed mental health program may meaningfully reduce your healthcare spending while still supporting a healthier, more productive workforce. Building Resilience Beyond return on investment, investing in mental health also helps build long-term organizational resilience. Employees with comprehensive insurance coverage are better prepared to manage their personal and professional challenges. Over time, teams that feel supported tend to adapt to change faster, collaborate more frequently and bounce back from setbacks. This helps you build a workplace culture that stays productive and steady even during periods of uncertainty. THE BOTTOM LINE ON WORKPLACE MENTAL HEALTH When your organization invests in workplace mental health, you’re not just taking care of your employees. You’re also building a stronger and more resilient future. With this in mind, what better time than now to evaluate your current offerings? Partnering with an experienced benefits administration provider can help you tailor a plan that promotes employee well-being and organizational success. American Fidelity does not provide financial, legal, or tax advice. Consult an attorney or a tax professional regarding your specific situation. SOURCES 1. Mental Health America. “The State of Mental Health in America 2025.” https://mhanational.org/wp-content/uploads/2025/09/State-of-Mental-Health-2025.pdf. Published October 2025, Accessed February 4, 2026, p. 6, 14. 2. American Psychological Association. “2025 Work in America.” APA. https://www.apa.org/pubs/reports/work-in-america/2025/2025-full-report.pdf. Published July 2025, Accessed February 4, 2026, p. 20. 3. Mind Share Partners. “2025 Mental Health at Work Report.” https://www.mindsharepartners.org/2025-mental-health-at-work-report. Published May 9, 2025, Accessed February 4, 2026, p. 5-6. 4. Hawrilenko M, Smolka C, Ward E, et al. “Return on Investment of Enhanced Behavioral Health Services.” JAMA Network Open. https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2829859. Published February 5, 2025, Accessed February 4, 2026. 23 THE GENERATOR
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