New Survey Data Reveals Prevalent Conditions and Increased Telehealth Use

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, a new report from the International Foundation of Employee Benefit Plans, reveals the prevalence of various mental health challenges among U.S. 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.

Prevalent Conditions

When asked to share the prevalence of mental health or substance use disorders, the top (either “very prevalent” or “prevalent”) conditions employers are reporting include the following.

• Depression—59% in 2024, 53% in 2021
• Anxiety disorders—58% in 2024, 48% in 2021
• Sleep deprivation/sleep disorders—35% in 2024, 32% in 2021
• Adult attention deficit/hyperactivity disorder—33% in 2024, 20% in 2021
• Alcohol addiction—30% in 2024, 22% in 2021
• Nonprescription drug addiction/substance abuse—22% in 2024, 17% in 2021
• Prescription drug addiction and substance use disorder—21% in 2024, 19% in 2021
• Post-traumatic stress disorder—18% in 2024 and 2021
• Obsessive-compulsive disorder—17% in 2024, 6% in 2021

Three conditions that have become significantly more prevalent in recent years are adult attention deficit/hyperactivity disorder, anxiety disorders and obsessive-compulsive disorder, all increasing since 2021.

When implementing new mental health initiatives, the main barriers employers encounter are employee fears that admitting they have a problem may negatively impact their job security (38%) and employee fears about confidentiality (33%). Organizations also encounter supervisor discomfort in addressing mental health and substance use disorder (MH/SUD) issues with workers (23%).

What Workplaces Are Doing

One of the major ways employers are addressing mental health challenges in the workplace is by providing more education and awareness opportunities. Mental health crisis training is trending ahead of 2021 at 34% (up from 26%). Other benefits include at-work informational sessions (45%) and manager/supervisor training (36%).

Virtual Treatment/Telehealth

Telehealth and virtual treatment sessions were a necessity during the height of the COVID-19 pandemic, but now seem a preferred method for MH/SUD treatment. Eighty percent of respondents offer online sessions to treat mental health issues (an increase from 68% in 2021), and 73% offer virtual treatment for substance use disorders (an increase from 64% in 2021).

When I spoke to Julie Stich, CEBS, Vice President of Content at the International Foundation, she said, virtual treatment and telehealth options, while high in demand during the pandemic, have only continued to increase in popularity with employers. This is no longer due to a need for social distancing, but to fill gaps existing in traditional in-person treatment. Telehealth is desirable for its flexibility and convenience, additional privacy, more accessible appointments and easier billing processes.

EAPs

Employee assistance programs (EAPs) remain a popular way to support those with MH/SUD challenges. Nearly three in ten organizations have changed their EAP provider in the past two years, and more are considering changing providers. The top five factors indicated for changing EAP providers are as follows.

• More contracted in-person and virtual providers, including specialists (53%)
• Concierge member experience (45%)
• More sessions available (40%)
• Cost (38%)
• Shorter wait times (37%)

Stich also said that in response to provider shortages, long wait times and rising costs, employers are reviewing their EAP services and utilization rates. Employees need more accessible and specialized mental health care options for both short- and long-term assistance. Organizations are increasing services and changing EAP providers in response to these needs.

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

Learn more about best practices for when, where and how employers can support the total well-being of employees and their families at the Mental Health in the Workplace Virtual Conference on October 9, 2024.