Employee benefits are often positioned as a major investment in workforce wellbeing, yet a significant gap remains between what companies offer and what employees actually use. A recent report revealed that in 2022, only 19 percent of employees accessed their employer-provided mental health benefits. This statistic highlights a growing challenge for employers and HR leaders who want to support their teams but are not seeing meaningful engagement.
The Gap Between Availability and Utilization
Many organizations have expanded mental health offerings in response to rising burnout and stress. Despite these efforts, usage remains low. According to research cited by CFO.com, 91 percent of employees said mental health challenges impact their productivity, yet fewer than one in five used the mental health benefits available to them.
This disconnect is not due to lack of need. Instead, it reflects confusion, lack of awareness, and difficulty navigating benefits. More than half of employees surveyed reported feeling overwhelmed by their healthcare plans, and only about 50 percent said they understood most or all of their available benefits.
Why Benefits Complexity Is a Barrier
Complex benefit structures can discourage employees from seeking help. When mental health resources are difficult to understand or access, employees are more likely to delay or avoid care altogether. The same research found that just 37 percent of employees used their benefits for preventive care, signaling a broader issue with accessibility and clarity.
Employees consistently say they want benefits that are simple, transparent, and easy to use. Clear pricing, straightforward access, and minimal friction matter more to workers than expansive but confusing offerings.
The Cost of Underused Mental Health Support
Underutilized mental health benefits affect more than individual employees. They have a measurable impact on business performance. In the survey, 64 percent of employees reported experiencing mental health challenges, and 45 percent said those challenges cost them and their employer at least five hours of productivity per week.
At the same time, HR leaders expect healthcare costs to continue rising. When employees do not use existing mental health resources, organizations miss the opportunity to improve outcomes while managing long-term costs.
How Employers Can Improve Engagement
Increasing utilization requires more than adding new benefits. It starts with making existing resources easier to understand and access.
Improve Communication
Employees need consistent, plain-language communication about what mental health benefits are available and how to use them.
Offer Navigation Support
Care navigation tools can help employees understand where to start, what is covered, and how to access care quickly.
Reduce Access Friction
Simplifying enrollment, minimizing paperwork, and clarifying eligibility can significantly increase benefit usage.
Normalize Mental Health Support
Leadership buy-in matters. When leaders openly support mental health care, employees feel more comfortable using available resources.
If your organization is seeing low engagement with mental health benefits, Business Helplines can help simplify access and improve utilization. Visit our contact page to start the conversation.
