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Culture of Health: Caring for the Whole Employee (Part 3)

oswaldcompanies March 13, 2024
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In recent years, mental and financial health have become top of mind for employees and employers, and the numbers explain why.

According to a recent report by Forbes, 62% of employees identified access to mental health services as key to overall job satisfaction. In addition, 36% of employees experience stress, while another 26% report anxiety. All generations except Baby Boomers ranked insurance coverage for mental health services as the top mental health benefit they prefer.

As a result, new trends are emerging in employee benefits.

Employers are moving beyond offering just an Employee Assistance Program by taking a more personalized approach to addressing the ongoing behavioral needs of employees. Employers are focusing on the whole person and beginning to provide virtual therapy options, which eliminates challenges of being able to get to the doctor.

Organizations can invest in training for leadership and management to be better equipped to handle specific situations and support employees’ general mental well-being.

Financial care

Financial instability can cause anxiety, making it hard for employees to focus on work or participating in wellness initiatives.

PwC’s 2023 Employee Financial Wellness Survey highlighted that financial stress impacts various key drivers of health and well-being such as sleep, mental health, self-esteem, physical health and relationships at home.

With that being said, some may just think it is about getting paid more but often times, the best financial support that can be offered to employees is guidance and education.

By providing financial education as an important part of their benefits package, employers can empower individuals to build better saving, spending and investment habits. This includes Health Spending Account education and planning, when applicable, to ensure participants know how they work and the benefits of using it.

While education is the foundation for more stability, equipping employees with programs such as loan repayment options, earned wage access, employer-assisted housing programs and other financial wellness benefits can directly support the financial care for someone which puts them in a better position to proactively focus on their health.

There are even newer benefits like a Health Payment Account (HPA) that taps into a small line of credit to pay for the continuum of healthcare costs.

Overall, employers who provide financial support, resources, or even coaching and consultation services, can begin to support employees’ evolving needs for financial guidance.

The experienced team at Unison Risk Advisors can help you design employee benefits around wellness.

Related Content:

Culture of Health: Be Proactive by Encouraging Wellness (Part 1)

Culture of Health: Taking a Personal Approach (Part 2)

Culture of Health: Encouraging Primary Care (Part 4)

Culture of Health: Pay Attention to the Data (Part 5)


To learn more, please contact us below or learn more on our Employee Benefits page.

Employee Benefits | Joey Stoffer
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