Column from DMEC: Does your Workplace Culture Match the Mental Health Benefits you Offer?

MDGuidelines contributes a column to DMEC’s (Disability Management Employer Coalition) @Work magazine. The authors were Gage Koeller, MPH, Research Analyst, MDGuidelines team – Alight Solutions; Kerri Wizner, MPH, Head of Epidemiology MDGuidelines team – Alight Solutions; Keemia Vaghef, Phd, Director of Value Engineering, Alight Solutions

Full article here: https://dmec.org/resources/work-magazine/does-your-workplace-culture-match-the-mental-health-benefits-you-offer/

Publication date: April, 2025

Employers have a better understanding of how organizational culture influences employee satisfaction, behavior, and performance.¹ As a result, employers have increased promotion of mental health benefits, such as counseling, employee assistance programs (EAPs), and short-term disability coverage for mental health conditions. In fact, 94% of large employers have expanded their coverage and have reported increased demand and use during the last few years.² But this use can translate to higher costs, so it’s important to consider that anxiety and depression cost the global economy 12 billion working days and $1 trillion annually in lost productivity.³

A recent study found that investing in workplace mental health initiatives has a 4-1 return on investment. In other words, for every dollar spent, employers may see a return of up to $4 in reduced absenteeism and decreased turnover.⁴

Mental health benefit offerings are often based on industry standards, which include all business types, but employers will get the most out of investments by tailoring benefits to workplace culture and use.1 To assess your workplace culture, use employee surveys or personalized interviews to ask about managerial support,⁵ commitment to health and safety, suitable job expectations, flexibility and work-life balance, and other aspects of a healthy culture.

If the workplace scores poorly, consider adjustments, such as improved mental health leave policies and programs. Examples include mental health accommodations, a graduated transition to returning to jobs, self-care time or mental well-being days in a paid time off policy, flexible remote work options, or adding leave options to EAPs. These options do not always translate to additional costs because mental health EAPs can have positive returns on investment for salaried employees above the minimum wage.⁶

For example, one employer analyzed workplace culture perspectives across several employee viewpoint surveys that included questions about supervisor support, autonomy, job demands, and general satisfaction. Employee ratings indicated an ineffective EAP due to a diverse employee base and workplace culture. As a result, the employer upgraded its EAP with a tailored solution that included a robust well-being strategy, an extra personal day, and maintaining flexible, remote work schedules.

Evaluating workplace cultural themes and identifying solutions can help mitigate challenges that employees face when returning to work from a mental health issue. Offering creative solutions helps employees feel valued and supported and may result in reduced long-term mental health leaves.

To realize a return on investment in mental health leave policies and programs, listen to employees and reassess traditional approaches. Investing in mental health benefits can improve employee productivity and well-being. It can also make an organization more attractive to prospective hires.⁷

References

1. J Occup Environ Med. Organizational Best Practices Supporting Mental Health in the Workplace. 2021;63(12):e925-e931. Retrieved from doi:10.1097/JOM.0000000000002407
2. International Foundation of Employee Benefit Plans. 2024. Retrieved from https://www.ifebp.org/resources—news/survey-reports/mental-health-and-substance-use-disorder-benefits–2024-survey-report
3. Mental health at work. World Health Organization. September 2nd, 2024. Retrieved from https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work
4. Journal of Mental Health Issues and Behavior. 2024. The Economic Impact of Workplace Mental Health Initiatives: A Comprehensive Analysis of Return on Investment and Organizational Performance. 4(6), 1–12. Retrieved from https://doi.org/10.55529/jmhib.46.1.11
5. J Occup Environ Med. 2023. The Validity and Reliability of the Workplace Culture of Health Scale-Short Form.;65(10):e626-e630. Retrieved from doi:10.1097/JOM.0000000000002949
6. JAMA network open, 5(6), e2216349. 2022. Clinical and Financial Outcomes Associated With a Workplace Mental Health Program Before and During the COVID-19 Pandemic. Retrieved from https://doi.org/10.1001/jamanetworkopen.2022.16349
7. Behavioral Health Business. Feb 16, 2024. Retrieved from https://bhbusiness.com/2024/02/16/employees-overwhelmingly-want-mental-health-benefits-but-impact-still-unclear/