Promoting Employee Health
While not uncommon before the COVID-19 pandemic, mental health issues have increased due to isolation, economic issues, and social upheaval, according to organizations like the National Institute of Mental Health.
This is bad news for employers. When employees bring these problems to the workplace, lost workdays can mean lost productivity. The National Safety Council’s cost calculator estimates that a manufacturing company in New Jersey with 250 employees could lose $284,504 annually because of missed workdays due to mental distress and illness.
Employers have options. For every $1 invested in the treatment and support of mental health disorders, an employer can see a return of $4 in improved health and productivity, according to estimates by The World Health Organization.
To promote employee mental health, employers can:
- Educate employees on the value of good mental health
- Offer employees telehealth access to providers through a laptop or cell phone.
- Train managers to support employees in understanding mental well-being
- Provide access to an employee assistance program (EAP) for referrals to mental health professionals.
To calculate what the costs of lost productivity to your workplace from mental health issues might be, visit www.nsc.org/mentalhealthatwork.
Copyright © 2020 Smarts Publishing
About the Author
Share This Story
Related Blogs
RxDC Reporting: What Employers Should Do Before the June 1 Deadline
Each year, group health plans must report detailed prescription drug and healthcare spending data to the Centers for Medicare & Medicaid Services (CMS). This reporting—commonly referred to as RxDC reporting—is due by June 1 and applies to most employer-sponsored group health plans that offer prescription drug coverage.
Chronic Condition Management 2.0: GLP-1 Alternatives and New Digital Therapeutics
Chronic conditions have long been the primary driver of employer healthcare spending, but 2026 marks a turning point in how organizations are approaching prevention, treatment, and long-term management. With GLP-1 medications dominating headlines — and budgets — employers are urgently exploring complementary or alternative strategies that can improve outcomes without unsustainable cost growth. The result is a new wave of digital therapeutics, metabolic health programs, and integrated care models that promise a more balanced approach to chronic disease management.
The Return-to-Office Reset: How Benefits Are Being Re-Engineered in 2026
After several years of experimentation, many employers are tightening hybrid schedules or requiring more in-office days. This “return-to-office reset” is reshaping benefits strategies as organizations look for ways to support commuting employees, improve onsite experience, and maintain flexibility. What began as a workplace policy shift is now driving a broader rethinking of how benefits can reinforce culture, productivity, and retention.