Since the height of the COVID-19 pandemic, mental health claims have been steadily rising.
This trend is particularly noticeable in younger generations, with Millennials and Gen Z employees using mental health services at significantly higher rates than previous generations. Some of this can be attributed to shifting attitudes around mental health and the normalization of talk therapy and medication—but that’s not the full picture.
Trends in Mental Health Claims
Recent data reveals that mental health-related claims are up by 83% since 2019.
In particular, a few mental health conditions stand out with dramatically increased claims numbers:
- Claims for developmental disorders among children under 18 surged by 77% in the past 5 years
- ADHD-related claims increased for all age groups, with claims from people aged 18-44 increasing by 101% since 2019
- Since 2019, claims related to stress are up 86%
Anxiety and depression claim numbers have also grown dramatically. These numbers show that now, more than ever, mental health coverage and support are crucial.
Mental Health Support Strategies
Mental health care has come a long way, and there are several evidence-based approaches that plan sponsors can take to address these trends efficiently.
One option is to focus on accessibility. Virtual mental health services can remove common barriers to mental health treatment, and telehealth options make it easy for plan members to access care discreetly and conveniently.
Another effective solution is to offer a robust Employee Assistance Program (EAP). EAPs allow employees to access free, confidential support on their own. CDB partners with CuraLinc, which offers an empowering EAP that has short response times and measurable results.
Companies can also support employees by creating a culture that embraces mental health as part of members’ holistic well-being. Benefits utilization tends to increase when mental health is normalized within company culture. That means having open discussions about mental health and highlighting mental health offerings regularly.
The Business Case for Comprehensive Mental Health Benefits
Robust mental health benefits are good for business. Preventative measures that promote well-being help alleviate the cost of mental health claims down the line, but mental health benefits also help organizations stand out to prospective employees.
Beyond that, employees tend to perform better when they feel better. Comprehensive mental health offerings support productivity and engagement, allowing employees to show up as their best selves at work and at home. Mental health benefits can even reduce employee turnover and absenteeism.
Offering plan members easy access to the mental health care they need is not just the right thing to do; it’s also a prudent business decision.
If you have questions about how CDB can help you take a proactive approach to mental health support, reach out to your Account Manager.