Mental health demand has plateaued at a persistently high post-pandemic baseline, with no evidence of decline, making it one of the largest single condition groups in workplace healthcare claims, according to data from Healix Health.
Analysis of the firm’s claims data from January 2024 to early 2026, released to mark Mental Health Awareness Week (11-17 May) , shows mental health consistently accounts for 4% to 7% of all monthly claims, with anxiety, depression and stress making up the majority of claims. Mental health claims peak in April, reaching 7.2% in 2024 and 7.7% in 2025, when employer benefit renewal communications are at their highest.
The data shows mental health support queries rose approximately 10% in the weeks following Mental Health Awareness Week in both May 2023 and May 2024, returning to baseline by June.
Under 40s dominated claims
The 30 to 39 age group accounted for the largest share of mental health claims at 28%, followed by 20 to 29 year olds at 21%, with the two groups together making up almost half (49%) of all treatment activity.
Younger employees were the most likely to seek mental health support when adjusted for population size – the 15 to 19 and 20 to 29 age groups access services at the highest rates, with uptake declining steadily with age
Around six in 10 of claims were from women, with four in 10 from men – mirroring national population level data, where women are consistently more likely than men to report common mental health conditions.
Consistency of numbers
Keira Wallis, head of clinical operations at Healix Health, said: “The consistency of these numbers is what stands out.
“Mental health is not a spike we saw during the pandemic that has since settled down. It is a permanent and significant part of what employees need support with, year in, year out. That should change how employers think about it.”
Making benefits visible
But Wallis added the data also shows that employees are far more likely to engage with mental health support when their employer makes it visible and easy to access.
“The spring peak we see each year lines up with benefit renewal communications, not awareness weeks,” she continued.
“That is a signal. Awareness has a role to play, but operational action, clear pathways, well-informed managers, and benefits people actually know how to use, is what translates awareness into support.”
