Offering Mental Health Benefits is Not Enough
Across the board, employers have invested in mental health more than ever before. EAPs, coaching platforms, mindfulness apps — today’s benefits menus are packed with tools aimed at emotional well-being. So why are employees still struggling?
The truth is, access doesn't always equal utilization. Many programs sit untouched, underpromoted, or blocked by friction. Stigma lingers. Employees don’t know what’s included what to expect, or how to get started. And HR teams are left wondering why their support systems aren’t delivering real outcomes.
To build a mental health benefit that employees will actually use — and that will drive ROI — employers need a new approach. One that removes the barriers, meets people where they are, and treats engagement as a design principle, not a post-launch afterthought.
Utilization Starts with Simplicity
The first hurdle? Getting people in the (virtual) door.
Too often, access to mental health care means downloading multiple apps, remembering separate logins, or navigating complex provider directories. That’s enough friction to turn a “maybe later” into “not at all.”
With a direct virtual care model like First Stop Health’s, employees connect with licensed therapist in minutes — no pre-registration, no platform hopping, no gatekeeping. This level of simplicity is essential in the moments people need help.
Design for the Whole Household
Mental health is shaped by family life, caregiving, relationships — the whole human context. That’s why expanding access beyond the employee to their household is a game-changer.
When partners, kids, and caregivers can also access mental health support, the ripple effects are powerful: Employees show up more focused, less distracted, and more supported. Utilization climbs, because the benefit feels more relevant. And employers see stronger engagement and better outcomes — not just for individuals, but for their workplace as a whole.
Use the Right Message, Not Just the Right Tool
Even the best-designed benefit needs to be communicated effectively. That means ditching corporate jargon in favor of real language, real stories, and real-life scenarios.
Engagement campaigns should feel more like personal outreach and less like a policy update. To drive awareness and utilization, focus on clearly communicating. For example:
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What’s included: Support for anxiety, burnout, relationship stress, and everyday mental health needs
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Who can use it: Employees, family members, caregivers, and others in the household – not just those on the medical plan
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How it works: 24/7 access, no app required, minimal wait times
Use multiple channels to reach employees where they are — email, text messages, posters, and onboarding sessions — and time outreach around moments that matter, such as performance reviews, open enrollment, and back-to-school season.
Real Voices
Great service and helpful. To the point and simple.
- Warehousing Employee
When Simplicity Builds Trust, Utilization Follows
Mental health isn’t solved with one tool. But it’s also not out of reach. When you design for simplicity, expand to family members, and lead with trust, you create a benefit that meets people where they are — and that they’ll come back to again. Utilization is the truest sign that your benefit is doing what it’s meant to do: supporting people when it counts.
Rethink how care should feel.
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Here's What to ConsiderFrequently Asked Questions
Why aren’t employees using the mental health benefits employers provide?
Many mental health benefits go underused because access feels complicated. Multiple apps, long wait times, unclear eligibility, and stigma can prevent employees from getting started. Simply offering mental health support is not enough — programs must be easy to access, clearly communicated, and designed to remove friction in order to improve utilization.
How can employers increase utilization of mental health benefits?
Utilization improves when mental health care is simple, fast, and relevant. That includes direct access to licensed therapists, minimal registration steps, household eligibility, and consistent communication about what’s included and how it works. When employees understand the benefit and can access it in minutes, engagement rises.
Why should mental health benefits include household members?
Mental health challenges often affect families, not just individuals. Offering household mental health benefits allows partners, children, and caregivers to receive support as well. This broader access improves employee focus, reduces stress-related absenteeism, and increases overall engagement with workplace mental health programs.
