Study Reveals Employers Need to Improve Tracking of Mental Health Benefits Efficacy

What's Happening?

A new survey by the Employee Benefit Research Institute (EBRI) reveals that while most employers offer mental health coverage, they fall short in tracking the effectiveness of these benefits. The study found that 97% of employers provide mental health coverage, but only 22% actively monitor employee usage. There are significant gaps in tracking network adequacy, with less than one-third collecting data on out-of-network care use. The report highlights the need for employers to better measure the impact of mental health benefits to ensure timely and effective care for employees.

Why It's Important?

The findings of the EBRI study highlight a critical gap in the management of mental health benefits by employers. Without effective tracking, employers may miss opportunities to improve the accessibility and quality of mental health services, potentially affecting employee well-being and productivity. The lack of data on out-of-network care use poses a barrier to accessing necessary services, which can lead to untreated mental health issues. Addressing these gaps could enhance employee satisfaction and retention, as well as reduce healthcare costs associated with untreated mental health conditions.

What's Next?

Employers are encouraged to implement more robust tracking systems to evaluate the efficacy of mental health benefits. This may involve collecting detailed data on provider-to-enrollee ratios, wait times, and employee distance to providers. By improving communication about available benefits, employers can ensure employees are aware of and utilize mental health services. Training managers to recognize signs of mental health struggles and investing in outreach programs could further support employee well-being. As awareness of these issues grows, employers may face increased pressure to enhance mental health support and tracking mechanisms.

Beyond the Headlines

The study's findings raise ethical considerations about the responsibility of employers to provide adequate mental health support. The gap in culturally competent care coverage suggests a need for more inclusive benefit packages that address diverse employee needs. The emphasis on tracking efficacy reflects a broader trend towards data-driven decision-making in healthcare, which could lead to more personalized and effective mental health interventions. As mental health becomes a priority in workplace wellness programs, employers may need to balance cost considerations with the imperative to support employee health.