Introduction
The Problem Mental health challenges are a growing concern for employers worldwide. Global rates of depression and anxiety have increased 15 percent to 20 percent during the last decade. The World Economic Forum projects that mental health disorders will cost nations $16.3 trillion between 2011 and 2030, which represents a staggering loss in economic output.
The American Heart Association CEO Roundtable (CEO Roundtable) commissioned this report to underscore the business imperative to employers for providing comprehensive, science-based support for employee mental health. Employers have a unique opportunity to improve the mental health of the 157 million working U.S. adults who spend more time working than any other activity apart from sleeping. In the United States, approximately one in five adults (44 million) has a mental disorder. Depression alone is estimated to cost the American economy $210 billion annually, with 50 percent of that cost shouldered by employers. These costs are probably underestimated because roughly four in 10 adults with mental health disorders do not seek treatment.
Employers have a compelling interest for promoting positive mental health in the workplace, because adults spend most of their waking hours at work. Poor mental health not only exacts a high toll on workforce health and well-being, it also negatively impacts productivity. The costs of depression and other mental health disorders are often underestimated because the indirect costs such as work absenteeism and poor performance at work (presenteeism) are costlier than the direct costs associated with medical care and prescription drugs (see Employer costs associated with mental health disorders). Because depression often occurs with other expensive chronic conditions such as obesity, diabetes and heart disease, the economic burden on employers and the health care system are amplified (see Comorbid conditions). Every $1 invested in prevention Many evidence-based treatments offer valuable returns on investment. can yield $2-$4 in saved costs and better functioning Investing in mental health treatment in general has been shown to be cost-effective. Many evidence-based treatments can save $2 to $4 for every dollar invested in prevention and early intervention
Total employer costs
Total employer costs of mental health disorders is often underestimated because both direct and indirect medical costs contribute to the overall financial burden. Direct costs are “visible” costs that comprise medical claims and pharmacy costs, whereas indirect costs such absenteeism, presenteeism and work disability are often “invisible” and more difficult to accurately quantify. Depression and comorbid conditions are also associated with workplace safety. One study of chronic illnesses and their impact on workplace productivity and workplace accidents found that the leading cause of lost work hours, measured through absenteeism and presenteeism, was depression.50 In another study of a nationally representative sample of U.S. employees, MDD was associated with 27 lost work days per employee per year with annual per capita cost of $4,426. 59 In contrast, bipolar disorder is associated with roughly 66 lost days of work per employee at an annual per capita cost of $9,619 per ill worker.59 These exorbitant employer costs are also likely to be underestimated because stigma often prevents people living with mental health disorders from seeking early diagnosis, even though clinically effective treatments exist. 1, 60, 61, 62 Table 4 summarizes the estimated economic burden for the mental health disorders and conditions commonly found in the workplace. The table also shows that the estimated economic efficiency of treatment programs is generally positive with a return on investment (ROI) ranging from roughly $2 to $4 saved for every dollar invested treatment. Effective treatments can lower total medical costs, increase productivity, reduce absenteeism and decrease disability costs. Note: The ROI estimates below are from all programs, not programs specific to the workplace setting. Major Depressive Disorder T
Total employer costs
Individual strategies focus on promoting protective factors and reducing risk factors at the employee level. For example, employers can offer digital mental health programs (web-based or apps) that aim to equip employees with knowledge and skills to manage work-related stressors more effectively.
Organizational strategies
Organizational strategies focus on promoting systemic strategies that create a safe, supportive culture, free from stigma. For example, companies can train supervisors to recognize the symptoms of poor mental health among their employees and equip them with knowledge, skills and confidence to detect the signs and symptoms of emotional distress and confidentially refer them to employee assistance programs and other mental health resources (also known as “mental health first aid”). I
Mental health problems are common, affecting thousands of us in the UK. Despite this, there is still a strong stigma (negative attitude) around mental health. People with mental health problems can also experience discrimination (negative treatment) in all aspects of their lives.
This stigma and discrimination make many people’s problems worse. It can come from society, employers, the media, and even our friends and family. You may even experience internalised stigma, where you come to believe the negative messages or stereotypes about yourself.
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