Supporting employee mental health is not only good for workers—it can also be good for business. As more employees seek mental health support, employers are looking for ways to make care easier to access. Research suggests that a well-designed behavioral health program may lower business costs while helping employees feel and perform better.
An independent analysis by the Integrated Benefits Institute (IBI) found that behavioral health services delivered a 507% return on investment. That equals about $6.07 in value for every $1 invested. IBI based its analysis on de-identified 2024–2025 program data provided by ComPsych, while independently controlling how the research was conducted and reported.
Where the Savings Come From
The estimated savings came from several areas, including:
- Fewer missed workdays
- Better focus and productivity
- Lower medical spending
- Fewer or shorter disability leaves
Group health plans are generally required to cover mental health services in a similar way to physical health services. However, coverage does not always mean care is easy to find. A shortage of therapists, combined with growing demand, can make it difficult for employees to schedule regular appointments.
Employers have several ways to expand mental health support beyond a standard group health plan. Options may include:
- Employee assistance programs (EAPs): Usually provide a limited number of free counseling sessions and referrals for continued care.
- Virtual counseling: Gives employees access to licensed therapists through video, phone, or secure messaging.
- Expanded therapy networks: Offers more provider choices or preferred access to local mental health professionals.
- Mental health apps: Provide tools for managing stress, anxiety, sleep, and mindfulness.
- Caregiver support: Helps employees manage challenges related to childcare, elder care, and other family responsibilities.
- Mental health days or expanded leave: Gives employees time away from work to care for their mental well-being.
These services may help employers save money in several ways. Early support can sometimes prevent a condition from becoming more serious, which may reduce emergency room visits, hospital stays, and other medical expenses.
Timely treatment may also prevent or shorten disability leaves. Employees who receive the help they need may miss fewer workdays and have an easier time staying focused and engaged.
According to the IBI analysis, the financial return remained strong even when productivity improvements were left out. Health care and disability savings alone still provided meaningful value.
Access and Engagement Are Essential
Offering mental health benefits is an important first step, but employees also need to know about them and feel comfortable using them. Some workers may avoid seeking help because of stigma or concerns about privacy. Others may not understand their benefits or know where to begin. Limited provider availability and busy schedules can also create barriers.
Virtual care and digital tools have made support more convenient for many employees. A mix of in-person and virtual services can give workers more flexibility to choose care that fits their needs and schedules.
Employers are more likely to see positive results when they regularly explain their benefits, make access simple, and create a workplace culture where seeking support is treated as normal and encouraged. That message should be supported at every level, including by company leaders and managers.
What Employers Should Consider
When reviewing a mental health program, employers can compare its cost with possible savings from:
- Reduced absenteeism
- Fewer disability claims
- Shorter disability leaves
- Lower medical spending
- Improved employee retention and productivity
Results will vary from one organization to another. Workforce size, program design, employee needs, current benefit use, and internal promotion can all affect the outcome. For that reason, industry research can provide a helpful benchmark, but it should not be treated as a promise of specific savings.
Ways to Improve the Value of Mental Health Benefits
Employers can take several steps to help employees use available resources and improve the overall value of their programs:
- Promote benefits throughout the year. Regular reminders can help employees understand what is available and how to access it.
- Train managers. Managers can learn to recognize signs of stress and guide employees toward appropriate resources without trying to act as counselors.
- Offer different types of support. In-person, virtual, and self-guided options allow employees to choose what works best for them.
The most effective approach is often one that makes support easy to find, easy to use, and a normal part of the workplace conversation.
Note:
This article is for general informational purposes only and is not legal, financial, or medical advice. Return on investment figures and clinical outcomes referenced here come from independent third-party research and reflect combined results across participants. Results for individual employers and employees will vary and are not guaranteed. Employers should consult a licensed broker or benefits advisor when evaluating options for their workforce.
