Employers have spent years expanding mental health benefits. But offering support is only part of the equation. The next challenge is making sure employees feel comfortable using those benefits before they reach a crisis.
“We want you to use these benefits,” Anna Bobb, executive director of the Path Forward Coalition, a mental health access coalition in Washington, D.C., said during a discussion Oct. 14 at the 2026 EBRI–SHRM Health Benefits Symposium.
Employers need to “flip the script” on workplace mental health by treating mental healthcare as preventive care, she said. Part of that includes actively encouraging employees to seek support rather than simply having them as part of their benefits package and only occasionally reminding workers about them. “We just really need to encourage use,” she said.
Gene Raymondi, founder and CEO of ENI, a benefits provider, and Bree Health, a mental health benefits platform in Vestal, N.Y., agreed.
“A lot of human resource executives are looking for higher connection and engagement of their [resources],” he said. “It’s great to have these services but you have to be proactive enough to get people to step out early and make that connection to their mental health.”
The message comes as employers continue to grapple with workforce stress, anxiety, and burnout — and question whether their investments in mental health benefits are making a measurable difference.
Access Alone Is Not Enough
Nearly all employers offer mental healthcare, but that does not mean employees are getting the support they need.
Research conducted by Bree Health for the Path Forward Coalition found that 97% of employers offer mental healthcare, yet people with mental health conditions were twice as likely to report being unable to access care, Bobb said. They were also 50% more likely to use an emergency department.
The findings point to a problem that goes beyond insurance coverage, she said. Employees need support that is accessible, effective, and available before their conditions escalate.
“We want 100% of people who [need] mental healthcare to get it when they need it, where they need it, and usually get it a lot earlier,” Bobb said.
That requires rethinking how mental healthcare is delivered, including integrating it into primary care. Bobb highlighted collaborative care, a team-based approach that connects primary care physicians, psychiatric consultants, and care managers to help patients navigate treatment.
The model can help employees get assistance with medication adherence, counseling appointments, and other barriers to care without necessarily having to see a specialist for every need. Employers can help advance these approaches by encouraging their health plans to support integrated care and by asking providers to demonstrate that their treatments are working.
Make Mental Health Part of Everyday Well-Being
Equally important is for employers to make mental health support easy to access and less intimidating to seek.
Traditional employee assistance programs often rely on employees recognizing a problem, calling a designated number, and connecting with a therapist. While that remains an important option, employers can offer additional entry points, Raymondi said.
Bree Health, for example, introduced certified life coaching for employees dealing with nonclinical challenges, such as everyday stress and anxiety. Raymondi said the offering attracted significant interest.
Employers can also explore self-guided resources and AI-supported tools that help employees identify their needs and navigate potential solutions. These options can help employees establish a connection to support before they experience a major life event or more serious mental health challenge.
“Proactive health is just better healthcare,” Raymondi said.
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