Most workers 'still hesitate' talking about mental health, new report finds
Less than half of employees feel comfortable talking to HR about their mental health challenges, according to a new whitepaper, which underscored the importance of trust in addressing these issues at work.
The whitepaper, released by Lincoln Financial and Integrated Benefits Institute, found that supervisors of 75% of employees are consistently available and responsive to their workforce.
However, only 41% of employees feel comfortable discussing mental health with their supervisors or HR. Another 28% said they feel uncomfortable or uncertain discussing the topic with their leaders.
"These findings suggest that strong supervisor relationships do not automatically translate into psychological safety," the report read. "Employees may trust their managers professionally, but many still hesitate to discuss their personal challenges."
Trust is the single factor that determines whether employees open up about their struggles and use the benefits that are available to them, the report said.
"Ultimately, building trust requires deliberate, ongoing effort - including manager training, clearer mental health policies, and open conversations to normalise wellbeing discussions," the report read.
Practical strategies for employers
The findings come amid persisting mental health challenges in the workplace, according to the whitepaper.
It found that women and younger employees report lower overall mental health at work, and are also less comfortable discussing these issues.
"The findings are a clear signal that there is still important work to do," said Joanne Rosa, VP, National Accounts and Consulting Practice at Lincoln Financial.
"Closing those gaps starts with making support more visible, more personalised, and easier for employees to use in the moments that matter most."
The report outlined practical strategies that employers can take to better support employees in the workplace. Among these strategies include:
- Identifying trends in mental health absences that may indicate a problem with culture, management, workload or job stressors
- Surveying employees on a regular basis to gauge how supported they feel at work
- Promoting a culture where mental health care is normalised and employees feel comfortable raising such concerns with their managers
- Investing in mental health benefits tailored for diverse groups
- Reducing barriers to benefits and support for hourly and lower-income employees
- Providing access to health plans and providers
- Providing continuous and year-round benefits education
- Developing benefits communication strategies
- Ensuring equal access to mental health resources for remote workers
- Clearly explaining leave and accommodation rights and policies
- Ensuring access to voluntary benefits, such as accident, critical illness, and hospital indemnity insurance
- Training managers to better recognise mental health issues and ensuring they are equipped with skills to connect staff with the right resources
- Embedding flexibility in company absence policies to help meet individual needs and reduce disengagement and turnover
"While every organisation's approach will look different, the following strategies can help create a stronger, more supportive employee experience," the report read.
