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As the demand for mental healthcare needs continues to increase, strategies designed to help guide members to care are becoming essential to employer benefits.
A 2024 survey found nine in 10 people acknowledged the world is experiencing a mental health crisis1, largely due to the rise in substance use, increased social stressors, and feelings of isolation and loneliness.2 One-third of those surveyed reported difficulties in accessing help, partly due to the cost of care and the shortage of mental health providers.1
The inability for employees and their family members to access mental health services can have significant repercussions for employers. Unaddressed mental health issues can escalate into more serious conditions, leading to additional medical problems, more costly care, and a poorer quality of life.
This often results in increased tardiness and absenteeism at work, as well as reduced motivation and productivity. Depression and anxiety alone are estimated to cost the global economy $1 trillion each year, primarily due to reduced productivity.3
Many employees are looking to their employers for support. More than one in four employees reported quitting a job because of their mental health, and one in five said their company did not do enough for their mental health, according to a recent study.4 Nearly 50% of respondents expressed a desire for their employers to commit to supporting a healthy work-life balance.4
Employers can assist employees in finding whole-person care solutions by:
Building a benefits strategy that supports a full continuum of care needs
Focusing only on the medical side of a person’s health does not address the full picture of an employee’s overall wellbeing. Employees have come to expect their employer to offer benefits that support all aspects of their health and wellbeing.
In fact, seven in 10 surveyed employees agreed that their employer has a responsibility to ensure they are mentally, emotionally, and physically well.⁵
UnitedHealthcare Global is dedicated to delivering a whole-person approach to health care that addresses more than just the physical needs of members. Integrating mental and financial health benefits into every global plan allows for a more complete picture of a member’s overall health and helps better identify and address their holistic care needs.
UnitedHealthcare Global is excited to announce the evolution of our whole-person care program which includes the Calm app and BrightPlan financial services. This expansion underscores their commitment to supporting the comprehensive wellbeing of our members, addressing their mental and financial wellness.
The Calm app will provide members with access to a range of mental health resources, including guided meditations, sleep aids, and stress management tools.
Meanwhile, BrightPlan will offer personalised financial planning and wellness services, helping members achieve their financial goals and reduce stress related to financial uncertainty.
In addition to a 24/7-member support line, UnitedHealthcare Global members can talk to a live, multilingual representative who uses in-house health care intelligence and mapping to pinpoint a qualified provider based on the member’s exact location.
Selecting a network designed to meet members where they are
Although the need for mental health care is increasing, depressive disorders are up 66% since the pandemic⁷ there are still many barriers to accessing care. For instance, where an employee lives can determine the availability of nearby providers. In fact, global estimates show that less than 50% of people with depression and only 29% of people with psychosis receive care.8
At UnitedHealthcare Global, we are dedicated to ensuring our networks encompass specialists in various conditions, professionals with a broad range of expertise, and those who provide culturally pertinent care. We are also expanding the ways members can access these providers, moving beyond the traditional confines of a doctor’s office.
Virtual health options, digital tools and employee assistance programs (EAP) have broken barriers and opened doors for employees and families who may have otherwise struggled to get care and support. Plus, they can help reduce the amount of time employees spend away from work commuting to and from appointments.
“Integrating virtual health options from multiple providers across the globe and 24/7 access to confidential EAP services into our network designs has indeed sparked a surge in demand for members to access care on their terms.
This shift has set us on a course to revolutionise our entire digital ecosystem of offerings, enhancing convenience and accessibility for our members,” says Lisa Shannon, director of product and proposition.
Offering a guided experience to help employees and their families navigate their care
Once an employer has selected the right mix of emotional health benefits and network options for their employees, it is important to ensure that their experience navigating the health system feels connected and supported.
A robust digital experience can help make the health journey a smoother and more efficient one. UnitedHealthcare Global digital tools like the myUHCGlobal app and portal allow members to navigate care with a single login and search for providers, pharmacies, costs and more.
And as these tools are more fully integrated into the member’s journey, more opportunities for enhanced personalisation arise.
Reducing the mental health stigma
While mental health is becoming more comfortable for people to talk about, that does not mean it’s a common conversation that employees are having with their employer or manager. That stigma can be hard to overcome.
Taking steps to reduce its prevalence within an employee population can nurture a healthier workplace culture in addition to better health outcomes, improved productivity and lower costs.
The reality is that mental health impacts all ages⁶ but affects women, teens and racial minority groups disproportionately.⁹ For example, racial minority groups tend to be less likely to seek mental health support as often as their white counterparts, with 64% of white adults with moderate-to-severe anxiety or depression receiving mental health services compared to 47% of Black adults and 60% of Hispanic adults.10
Employers can help reduce the mental health stigma within their employee population through targeted campaigns, like those available via My Wellbeing and LiveWell which are included in every UnitedHealthcare Global plan, that highlight available on-demand resources, support services, connection to coaches and group challenges.
Planning for future emotional health needs
The challenges in the emotional wellbeing landscape demand that all stakeholders including private and public insurers, care providers, employers and government policymakers find ways to better serve society’s holistic health needs.
At UnitedHealthcare Global, one way this takes shape is through working with employers to help identify gaps in care and develop data-driven solutions.
“We are constantly looking at population health trends, employee utilisation patterns and claims data to pinpoint opportunities and strategies that may lower costs for our clients and drive better overall health outcomes all around,” says Claudine Audin, director client management and broker support.
“So, when physical and mental health claims come in lower than the norm, it’s an indication that employees may not be getting the emotional health support they need. That’s where we step in and help employers implement the right strategies for their workforce.”
Sources:
1 Stringer, H. Mental health care is in high demand. Psychologists are leveraging tech and peers to meet the need. American Psychological Association.1 Jan.2024. org/monitor/2024/01 trends-pathways-access-mental-health-care. Accessed 4 April, 2024
2 Lopes, Lunna. KFF/CNN Mental Health In America Survey. Kaiser Family Foundation. 5 Oct., 2022. kff.org/report-section/kff-cnn-mental-health-in-america-survey-findings/. Accessed 4 April, 2024.
3 The Behavioral Health Care Workforce. National Institute for Health Care Management. 8 June, 2023. nihcm.org/publications/the-behavioral-health-care-workforce-shortages-solutions. Accessed 4 April, 2024.
4 Mason, K. Survey: More than 1 in 4 have quit a job because of their mental health. JobSage. 1 April, 2022. jobsage.com/blog/survey-do-companies-support-mental-health/. Accessed 4 April, 2024.
5 Insights we see — lifestyle benefits. UnitedHealth Group internal analysis. Feb. 8, 2023.
6 SURE Network Summary Dashboard, Commercial E&I and non-E&I UBH General Networks Q4 2023. 1 Jan., 2024 data. Deanna DuBois. 31 Jan., 2024.
7 World Health Organisation. Mental health and substance use. who.int/teams/mental-health-and-substance-use/promotion-prevention/mental-health-in-the-workplace. Accessed 21 March, 2024.
8 WHO report highlights global shortfall in investment in mental health. who.int/news/item/08-10-2021-who-report-highlights-global-shortfall in-investment-in-mental-health. Accessed October, 2021.
9 National Institute of Mental Health. Mental illness. nimh.nih.gov/health/statistics/mental-illness. Accessed 13 March, 2024.
10 Panchal N, et al. Five key findings on mental health and substance use disorders by race/ethnicity. KFF. 22 Sept., 2022. kff.org/mental-health/issue-brief/five-key-findings-on-mental-health-and-substance-use-disorders-by-race-ethnicity/. Accessed 4 April, 2024.