Benefits

The connection between workplaces and the health and wellbeing of employees is extensively supported. Research confirms that most workplace preventative health and wellbeing interventions deliver positive returns on investment across primary, secondary and tertiary prevention domains.

A 2025 CuraLinc study reported a $5.39 return per $1 invested, while another recent study by JAMA found that $100 in behavioral health benefits cut medical claims by $190. Early access to care through workplace programs has been found to reduce medical costs by 4% to 10%, with savings exceeding program costs within three months.

Every year we’re learning more about how healthy workers are critical to the safety, productivity and sustainability of workplaces. As the pandemic highlighted, workplaces are critical parts of communities that not only support employees but also shape broader population wellbeing. They are increasingly recognized as a major social determinant of health, influencing access to care, financial stability, safety and overall quality of life.

According to the American Psychological Association’s 2023 Work in America survey, nearly all employees (92%) said it was important that their employer demonstrate a commitment to emotional and psychological wellbeing. This underscores that workers increasingly value organizational support and culture over relying solely on self-help resources or external counseling.

Different categories of workplace benefits are provided below. While many of these issues are traditionally addressed by HR teams, safety professionals also play a critical role. In some organizations, safety leaders wear both safety and HR hats.

get the facts

● For every $1 invested in mental health, workplaces save $4

● Each worker who recovers from a substance use disorder saves a company more than $8,500

● An employer with 1,000 employees loses $1.5 million each year to absenteeism, presenteeism and healthcare costs due to fatigue

— Data from NSC cost calculators

Even where responsibilities are separate, collaboration between safety and HR is essential to ensure employees receive the right support. Use the benefits checklist to help get started in creating a comprehensive benefits system. Safety professionals are encouraged to share this checklist with HR colleagues and reinforce that protecting mental wellbeing is directly tied to reducing safety risks on the job. EHS and HR staff might have to work together in this station.

Get the Benefits Checklist

Below you will find information and resources to help address different workplace concerns that impact employee safety, health and wellbeing. Many states have resources that provide social safety nets, but people might not know about them, how to access them or how to use them. The information and links below are a first step in combating that and supporting comprehensive benefits grounded in Total Worker Health.

Comprehensive Benefits

Health Care Coverage

Health care coverage should be affordable and accessible. In 2023, a job-based health plan is considered affordable if your share of the monthly premium in the lowest-cost plan offered by the employer is less than 8.39% of your household income. Some things to consider when evaluating whether health care is accessible:

● How far away are in-network health care services?
● Are primary care providers accepting new patients?
● Are the issues most impacting the workers in your community adequately and appropriately covered by the health plan you offer?

If your organization does not provide health insurance for all workers and their families, or if it is not accessible or affordable, workers may qualify for Medicare or Medicaid or be able to purchase health insurance through the Affordable Care Act (ACA) Marketplace. Workplaces that help facilitate access to health care coverage help assure workers can get the care they need. Some things to consider:

● Provide resources to workers about the ACA Marketplace
● Have a specific person dedicated and available to facilitate or support applications
● Familiarize yourself with where to refer employees for help navigating Medicare/Medicaid and the ACA Marketplace (most states have dedicated staff to help their constituents apply for care)

Health care bills are one of the top reasons a person might go into debt or avoid seeking care. Some things to consider:

● Provide resources about medical bills and support for workers struggling with medical care costs

— Medical Expenses Support Information
— Navigating Medical Bills Issues
— Understanding Medical Bills Guide
— HSA Guide

● Provide resources to support workers with out-of-network costs

— Guidance on Reducing Out-of-Network Costs
— Guidance on Getting Out-of-Network Care Covered
— What You Need to Know Before Getting Out-Of-Network Care
— What happens if I need care from a doctor who isn’t in my plan’s network?

● Health care coverage of substance use-related health care is critical to getting care, treatment and recovery support. Health insurance should cover:

— Behavioral health treatment: counseling, talk therapy, trauma-informed therapy, cognitive-behavioral therapy
— Medications for addiction treatment: evidence-based medications relieve withdrawal symptoms and cravings
— In-patient treatment: a rehabilitation or recovery center or hospital where a patient receives treatment, usually a combination of medication and behavioral therapy, while staying at the treating facility
— Outpatient treatment: treatment and services provided to a patient in an outpatient community or hospital setting; patients receiving substance use and/or mental health treatment may need frequent outpatient visits or periods of more frequent visits
— Complementary medicine: treatment options such as acupuncture, yoga, chiropractic care, physical/occupational therapy

● Health care coverage of mental health-related health care is critical to getting care, treatment and recovery support. Health insurance should cover:

— Behavioral health treatment: counseling, talk therapy, trauma-informed therapy, cognitive-behavioral therapy
— Medication treatment: evidence-based medications that relieve symptoms like depression, anxiety
— Inpatient treatment: treatment provided in an inpatient hospital or recovery center where a patient receives treatment, usually a combination of medication and behavioral therapy, while staying at the treating facility
— Outpatient treatment: services provided to a patient in an outpatient clinic, community or hospital setting; patients receiving substance use and/or mental health treatment may need frequent outpatient visits or periods of more frequent visits
— Complementary medicine: treatment options such as acupuncture, yoga, chiropractic care, physical/occupational therapy

Employee Assistance Program

Other Employee Support

Workplace Practices

Risk-specific Benefits

Mental Health

Providing comprehensive mental health benefits is a critical way to support employees and strengthen workplace culture. When organizations ensure access to counseling, therapy, medication management, and related services, they help reduce the toll that stress, anxiety, depression, and other mental health concerns can take on workers and teams. These benefits can ease barriers to care, improve employee wellbeing, and contribute to safer, more productive workplaces.

In many cases, mental health benefits serve as a bridge helping workers access care quickly or offering interim support until community or specialized services are available. This is especially important given that access to affordable, timely mental health care remains a challenge for many employees in the U.S. Some areas to consider when reviewing your benefit package include:

Coverage for counseling and therapy sessions
Access to psychiatry and medication management
Affordable copays and parity with physical health coverage
Inclusion of telehealth or virtual care options
Family and dependent coverage
Crisis and trauma-related services
Integration with community providers and referral networks

Research shows that while many employers offer mental health benefits, employees often face barriers such as lack of awareness or limited provider networks. In addition, workplaces may not consistently promote these benefits or collect data on utilization. Aligning benefit design with employee needs and tracking outcomes can help ensure that mental health coverage is accessible, effective, and contributes to long-term workforce wellbeing.

Take Action Using These NSC Resources

Quick Guide: Workplace Mental Health Benefits for Safety Professionals
Overview of the comprehensive mental health benefits workplaces should provide, with guidance on how safety professionals can understand, access and communicate these benefits to employees.

Mental Health EAP Navigation & Literacy Guide
A plain-language guide designed to help employees better understand EAP services, build trust, and learn how to access support when needed.

EAP & Mental Health Benefits - Tips for Supervisors
Practical tips for supervisors on how to encourage use of mental health benefits and support employees in navigating available resources.

Working with Benefits Providers: Mental Health Issues Checklist
A checklist to help employers and HR teams review mental health coverage with benefits providers, ensuring offerings meet workforce needs.

More on Mental Health Benefits & How to Implement

NCSL: Nondiscrimination, Parity and Benefits
An in depth policy report from the National Conference of State Legislatures exploring how nondiscrimination and parity in mental health benefits such as insurance coverage and workplace accommodations support equitable access to care and employment outcomes.

MHA: Ensure Health Plans Meet Workers’ Needs
A Mental Health America resource emphasizing how employers, especially those without traditional health insurance offerings, can support workers by ensuring health plans include mental health care and by incorporating paid sick or mental health days.

APA: Develop Programs that Support Employee Mental Health
A guidance page from the American Psychological Association showing how workplace mental health benefits enhance organizational environments, backed by research indicating that roughly 37% of employees report improved work environments when such resources are available.

Substance Misuse and Recovery

The links provided throughout the Hub are for informational purposes and to supplement the information we have provided. Links not affiliated with NSC do not constitute an endorsement or an approval of any of the products, services or opinions of the corporation or organization or individual. NSC bears no responsibility for the accuracy, legality or content of the external site or for that of subsequent links. Contact the external site for answers to questions regarding its content.