Work Stress Is A $300B Issue: The Impact Of Covid-19 On Behavioral Health

Behavioral health benefits can foster a healthier, more productive workforce

Employee behavioral health is in the spotlight now more than ever before. While mental health concerns aren’t new and providing behavioral health resources has always been important to employers, the past 18 months—which have included a global health crisis, increased social unrest, and economic instability—have seen a significant exacerbation of mental health concerns for children and adults worldwide.

Prior to the pandemic, 11% of U.S. adults reported symptoms of anxiety and/or depression. In January 2021, that number jumped to 41%—close to a 300% increase. In addition to an increase in the number of affected individuals, many people who were already suffering from mental health concerns before 2020 have reported more severe diseases (i.e., their symptoms have worsened) than prior to the onset of the pandemic. Additionally, those who are experiencing long Covid syndrome—which is estimated to affect Between 10 To 30% Of Patients Who’ve Been Diagnosed With Covid—will likely experience even more stress.

Unsurprisingly, many business leaders have seen a rise in employee burnout and a decline in productivity due to heightened stress levels and untreated behavioral health concerns for employees and their families. There has also been an increase in the number of digital behavioral health solutions, from generalist digital health companies that include a behavioral health offering (e.g., Livongo, Pear Therapeutics) to specialized companies (e.g, Lyra, Spring Health).

Employers today are in a unique position to help their employees connect with the behavioral health care they need, which can foster a happier, healthier, more productive workforce.

Together, pre-existing mental health concerns and the psychological effects of the pandemic have led to a behavioral health crisis, which is further exacerbated by professional demands. For example, in the summer of 2020, half of the adults in the U.S. working from home due to the pandemic reported feeling stressed, anxious, or depressed. The impact was even worse for essential workers still going into the workplace, among whom rates of anxiety, depression, suicidal thoughts, and substance use were higher than for non-essential workers.

In addition, more than 40% of U.S. adults experienced undesired weight gain during the pandemic, with a 30-pound increase on average.  Unfortunately, there is a lot of stigma surrounding gaining weight or being overweight or obese, and that stigma—along with the stress of weight gain in itself—can have a detrimental impact on an individual’s mental health.

The pandemic has had significant negative effects on women and people of color. For example, 47% of female employees said they experienced anxiety or depression, compared to 34% of males. In addition, the frequency of alcohol consumption increased by 17% for females, compared to 11% for males, and the number of “heavy drinking” days for females rose by 41%, compared to 7% for males. In Black and Hispanic or Latino populations, the rates of anxiety and depression were higher than in non-Hispanic white populations.

Prior to the pandemic, 91% of employees reported a desire for their company to care about workers’ mental health, and 85% of employees prioritized behavioral health benefits when deciding whether or not to accept a job offer. However, only 70% of employers provide behavioral health programs.

As employees navigate the complexities of their lives and jobs amidst an ongoing global health crisis, they need effective tools and resources to support their mental health. In order to provide the best possible care available for their employees, it is essential for employers to invest in mental and broader behavioral health resources, providing options for the entire spectrum of needs—including not just anxiety and depression, but also issues such as domestic partner violence, eating disorders, substance misuse, marital stress, caregiver stress, pediatric behavioral health needs, and post-traumatic stress disorder.

Each year, job-related stress and anxiety can cost employers as much as $300 billion. Among Castlight’s direct employers, the spend on behavioral health in 2020 was $47 million, of which $6.2 million was inpatient and $40.6 million was outpatient. In addition, there was a 34% increase in the number of members utilizing outpatient behavioral health services in 2020 compared to 2019. And in 2021 thus far, there is a 19% increase in year-to-date utilization of behavioral health services compared to 2020.

It is estimated that each dollar spent by organizations on effective, accessible mental health coverage has the potential to return four dollars—when workers get the care they need, they are more likely to experience improved health outcomes and increased productivity levels. So, how can employers select a meaningful and effective behavioral health solution?

First, employers should prioritize programs that are evidence-based and have highly-vetted therapist networks. It’s also important to consider extending the employee assistance program benefit, which typically includes three to six psychotherapy sessions, given the research indicating that it often takes eight to sixteen sessions of evidence-based treatment to help people develop new and lasting coping skills.

When developing a plan to address behavioral concerns among employee populations, employers should consider solutions that increase access to in-person and virtual behavioral health care while also providing digital solutions that employees can use on their own—such as Sleepio for insomnia or meQuilibrium for stress and burnout.

At a minimum, employee populations require behavioral health solutions that offer the following:
 

The member’s care experience can be further enhanced by providing a behavioral health solution that’s a centralized digital hub in which employees can access tailored education and resources, assistance on where to find a proper care, advice for selecting affordable high-quality providers, and more—in addition to actually finding facilities and programs and connecting with a therapist, psychiatrist, or clinical expert.

Lastly, a high-touch approach can be critical to uncovering and addressing employees’ behavioral health needs. Throughout the pandemic, Castlight Care Guides—our team of clinical and benefits experts—found that many of our medically complex patients had significant behavioral health needs that had to be addressed before we could start working on the medical issues. Oftentimes, these members called in about seemingly unrelated issues. Without this high-touch approach, their behavioral health needs may have gone unnoticed and untreated.

With the rise in mental health concerns, it is essential that business leaders provide accessible, high-quality care. Business leaders are in a unique position that can allow them to positively influence and support a more resilient workforce.

Choosing a behavioral health program that addresses the dynamic and personal needs of each member will enable employees to receive the care they need when they need it most, which can lead to a positive impact on the company as a whole.