Questions to Ask When Choosing a Mental Health Benefit Solution
Whether you end up offering crisis support, group therapy, or other types of mental health benefits, choosing a vendor comes down to determining employee needs and what the plans offer. In addition to reviewing the services offered, a best practice should also include a demo of the platform to ensure a cultural fit with your organization. Answering the questions below can assist in finding the right solution for your company.
What key services resonate with your employee base?
Do workers in your industry experience higher rates of suicide or addiction? Or do your employees encounter high-stress job environments? Employees in these situations may benefit from crisis support or group therapy. In 2021, according to Future Forum, 38% of workers globally reported being burned out; two years later, that number rose to 42%. Two groups are at the greatest risk of burnout: women and workers under the age of 30. 48% of 18- to 29-year-olds reported feeling drained compared with 40% of respondents aged 30 and up. Women (46%) reported higher levels of burnout than men (37%). One-on-one support of therapist coaching and psychiatry may be good options for these demographics.
How many visits will the plan provide?
Most mental health benefits vendors offer up to 12 sessions per year, though some may offer unlimited sessions.
What is the cost per employee per month (PEPM)?
The cost of mental health benefits typically falls between $3–$9 PEPM. Companies can pay this on a prepaid and/or utilization model. Typical employee assistance programs (EAPs) can be on the lower end of the spectrum. Technology-based platforms that include in-person, phone, and chat sessions can fall on the higher end of the cost spectrum.
What will the plan cost each year?
Estimated annual fees will vary based on the number of employees. You will also want to figure in implementation fees. The estimated annual fee will be different depending on whether rates are prepaid or based on utilization. The cost will vary based on the types of programs offered on the platform. Some platforms offer additional employer support, including HR training programs and diversity, equity, and inclusion programs.
What else do I need to consider?
Additional questions you may ask about a plan include:
- Does it require a contract for a specified amount of time?
- Does the plan have providers as part of its own network? Does it offer psychiatry sessions at an additional cost?
- Can the plan be purchased as a stand-alone? Or can it be included as a service to augment a more traditional EAP with a wider range of services?
- Do you need a vendor with a national network?
- Does the solution cater to key demographics, like women versus men, or specific mental needs, like substance use disorder? Does the solution have specific programs that support LGBTQ+ or other historically marginalized communities?
Choosing a Mental Health Benefit Can Be Easy
Mental health benefits are good for both employees and employers. The need for mental health benefits isn’t going away; in fact, the scope of benefits is growing. While employers have a wide variety of mental health benefits vendors to choose from, making that choice doesn’t have to be difficult. Ongoing education and a close understanding of your employee base will help you make an informed decision, and having the right broker by your side can make it easy to find the right solution.
