5 Mental Health Employee Benefits Trends for 2022
The COVID-19 pandemic has made mental health a big topic recently. Many people have suffered from burnout, despair, anxiety, and substance addiction in the last two years.
According to the Office for National Statistics, one in every five persons suffered from depression in early 2021. This figure is more than double what was seen before the pandemic.
Mental health will continue to be a major concern for companies in 2022, and employers should pay attention. According to a survey conducted by mental health organisation Talkout, a whopping 85 percent of respondents felt that their company failed to prioritise their mental health throughout the pandemic.
Employers will need to examine their mental health practises in light of this, and consider how they might support their employees’ general well-being. Employers can help by considering the following trends that may affect workers’ mental health in 2022.
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More Mental Health Programmes
In the coming year, employers should expect to see more mental health programmes. Poor mental health costs UK employers up to £45 billion every year, according to a Deloitte study. Employers, on the other hand, gain £5 back for every £1 invested on mental health interventions in the form of reduced absenteeism, presenteeism, and staff turnover. Employers could want to look into digital mental health solutions like mindfulness or meditation programmes, stress management workshops, or other online resources.
Increased Scheduling Flexibility
Employees continue to express a strong need for scheduling flexibility in the workplace. Many employees were sent home to work remotely for the first time during the pandemic, and many now want to keep that benefit. According to a YouGov survey, 57% of workers want to be allowed to work from home at least part of the time until the pandemic is over. Because employees can better manage their personal duties with job flexibility, they can achieve a better work-life balance.
In 2022, employers are likely to expand scheduling flexibility, whether through remote or hybrid employment. According to a survey conducted by the Institute of Directors, over three-quarters (74%) of company directors intend to maintain increasing home-working once the pandemic is over. Furthermore, 43% want to expand the use of flexible working arrangements such as flexitime and staggered and compressed hours. In 2022, these data show how crucial it will be to have remote and flexible options to stay competitive, boost mental well-being, and attract personnel.
Expanded Virtual Doctor Visits
Employees who might otherwise not have time to seek help may benefit from remote access to mental health practitioners. Online consultations with general practitioners (GPs) were a hallmark during the pandemic. After the coronavirus, virtual appointments are expected to continue, and they may eventually become as widespread as online banking and shopping.
Virtual doctor visits not only assist employees in being proactive about their health, but they also assist companies in avoiding lower economic production by removing the travel time required to attend GP consultations. Employers may begin to consider including a private online GP service in their health benefits package.
Greater Mental Health Education
While mental health concerns have become increasingly prevalent in recent years, education on the subject has not always kept up. Employees may be burned out or sad for no apparent reason and have no idea what to do about it. This emphasises the importance of increased mental health literacy. Employers might expect a stronger emphasis on education in this sector in 2022.
Examples of mental health education include:
Managers are being trained to recognise employees who may be having mental health issues.Providing mental health messaging to employees that address and clarify the difficulties.Organizing seminars or teaching sessions to explain the indicators of mental illness and how to deal with them.
Improved Focus on Individuals
Mental health, like physical health, must be nourished over time; nothing can be improved overnight. Employers are becoming more aware of this and are taking steps to remedy concerns before they become more serious.
According to Asana, a work management platform, three-quarters of workers in the United Kingdom suffered from burnout in 2020. Employers are attempting to reverse this tendency by asking employees about their feelings more regularly. Managers are being pushed to communicate more frequently rather than having annual or quarterly one-on-one sessions. This open dialogue can aid in the treatment of mental health disorders before they worsen.
Summary
Employees’ and employers’ mental health is a major concern. If mental health difficulties are not addressed, they can lead to a slew of other disorders, including fatigue and depression.
Employers should be prepared to assist their employees with their mental health in 2022. This entails informing employees and supervisors about the challenges at hand, as well as offering avenues for individuals to seek expert assistance.
