New Survey Data Reveals Increased Mental Health Challenges and Stress Levels

As more employees grapple with mental well-being, organizations are challenged with implementing new solutions to support mental health in the workplace. Mental Health and Substance Use Disorder Benefits: 2024 Survey Results, a new report from the International Foundation of Employee Benefit Plans, reveals the prevalence of various mental health challenges among Canadian workers and their families. Data indicates that to combat conditions on the rise, employers are focused on improving manager mental health training, rethinking employee assistance programs (EAPs) and enhancing virtual mental health options.

Covered Conditions and Challenges

When asked to share coverage of mental health or substance use disorders, the top conditions employers are reporting include the following.

• Depression—60% 
• Alcohol addiction—55%
• Post-traumatic stress disorder (PTSD)—55%
• Anxiety disorders—53%
• Gambling addiction/disorder—51%

Overall, employee mental health/substance use challenges and stress levels are rising in Canada. A majority of organizations indicate their workers are facing additional mental health/substance use challenges compared to two years ago, either significantly more (24%) or somewhat more (54%). No organization reported employees as having fewer mental health challenges, and only 10% reported worker stress as somewhat lower compared to two years ago.

When asked about barriers encountered when implementing or advancing mental health initiatives, the main barriers employers are reporting include the following.

• Employee fear that admitting they have a problem may negatively impact their job security (45%)
• Worker fear about confidentiality (36%)
• Discomfort among supervisors in addressing the issue with workers (34%)

What Workplaces Are Doing

While prescription drug therapies (79%), direct contracting with a mental health professional (68%) and marriage/couples counseling (68%) are the most commonly offered mental health treatment options, one of the major ways employers are addressing mental health challenges in the workplace is by providing more education and awareness opportunities. Organizations are providing access to online resources and tools (70%) and wellness programs that include a mental health/substance use disorder component (40%). Other benefits include newsletters or other communications (43%) and mindfulness/meditation resources (30%).

EAPs

Employee assistance programs (EAPs) remain a popular way to support those with MH/SUD challenges in Canada, with 89% of organizations offering a program. Twenty-six percent of organizations have changed their EAP provider in the past two years, and a smaller percentage (15%) are considering changing providers. The top five factors indicated for changing EAP providers are as follows.

• Concierge member experience (44%)
• Cost (44%)
• More contracted providers, including specialists (38%)
• More sessions available (19%)
• Shorter wait times (13%)

Impact Analysis

About a third (36%) of organizations have conducted an analysis to determine the impact of mental health and substance use disorders on the organization and its employees, while another third (32%) are considering performing an analysis. More are looking at the financial impact on health care costs rather than the behavioral impact on employees.

For more information on Mental Health and Substance Use Disorder Benefits: 2024 Survey Results, visit www.ifebp.org/mentalhealth2024.