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Globe and Mail
5 days ago
- Health
- Globe and Mail
When access isn't enough: Stigma keeps half of American workers from utilizing mental health benefits
Employers say the well-being of their employees is a priority — and many invest in employee assistance programs (EAPs) — yet many workers still don't seek the support they need due to stigma and confidentiality concerns, according to a new installment of Prudential Financial Inc.'s 2025 Benefits & Beyond study, ' New Workforce Expectations: Address mental health to help get employees needed support.' As American workers navigate daily challenges such as living paycheck to paycheck and managing caregiving responsibilities, nearly two-thirds (63%) say they are worried about mental health for themselves or their families. Despite this concern, over half of employees with access to EAP have not tried to use services offered, which offer confidential and professional support for personal or work-related issues. This disconnect has significant implications for businesses, as employees struggling with mental health issues miss four times more work, costing the economy $47.6 billion annually in lost productivity according to Gallup.* 'The workplace is facing a mental health wake-up call — and an opportunity to cultivate a more supportive culture,' says Michael Estep, president, Prudential Group Insurance. 'Employers must step up to provide needed support and foster a culture where using mental health programs are not only acceptable but encouraged. By providing accessible, stigma-free, and proactive support, businesses can empower employees, strengthen workforce resilience, and boost performance.' The study lays out the current state of employee mental health and offers insights and opportunities to address the gap between availability of EAPs and their actual use. Key findings include: Untapped support opportunity: While 59% of employers report offering an EAP, more than half of employees (55%) have never tried to use their available program. Among those employees, 31% had a need for assistance but still did not use their EAP. Silent struggling: Employees are hesitant to use mental health resources or discuss mental health at work. The greatest barriers they face include fear of negative consequences (40%), concerns about confidentiality (38%) and worries about job security if they take a mental health leave (38%). Awareness gap: Employers believe they frequently communicate about EAPs, yet 22% of employees know little about their available benefits and 1 in 10 finds them too complex. This presents an opportunity for employers to increase awareness by reviewing the content and frequency of their communications. Stress management support: When employees are satisfied with their mental health resources, 79% feel well-supported in managing stress and their overall well-being. But when these programs fall short of expectations, their confidence drops to just 48%. Going beyond traditional: When it comes to the most helpful mental health support, employers should consider options beyond standard benefits offered during open enrollment. Both employers and employees agree the three most helpful and realistic offerings are mental health days, flexible work schedules, and stress management programs. 'Employers have the opportunity to proactively provide comprehensive benefits that holistically support their employees,' says Jess Gillespie, head of Product & Underwriting for Prudential Group Insurance. 'By elevating mental health as a core workplace focus and encouraging engagement with available programs, employers can help reduce mental health stigma and cultivate a supportive culture, significantly enhancing both employee well-being and organizational productivity.' Click here to view and download the study. Visit for more information on Prudential Group Insurance's portfolio of workplace benefits, absence management and risk mitigation solutions. ABOUT THE RESEARCH The research was conducted with 2,946 full-time employees and 750 employers in the U.S. via national online surveys in January and February 2025. ABOUT PRUDENTIAL Prudential Financial, Inc. (NYSE: PRU), a global financial services leader and premier active global investment manager with approximately $1.6 trillion in assets under management as of June 30, 2025, has operations in the United States, Asia, Europe, and Latin America. Prudential's diverse and talented employees help make lives better and create financial opportunity for more people by expanding access to investing, insurance, and retirement security. Prudential's iconic Rock symbol has stood for strength, stability, expertise, and innovation for 150 years. For more information, please visit Prudential Group Insurance manufactures and distributes a full range of group life, long-term and short-term disability and corporate and trust-owned life insurance in the U.S. to institutional clients primarily for use within employee and membership benefit plans. The business also sells critical illness, accidental death and dismemberment and other ancillary coverages. In addition, the business provides plan administrative services in connection with its insurance coverages, and administrative services for employee paid and unpaid leave, including FMLA, ADA, and PFL. Group Insurance coverages are issued by The Prudential Insurance Company of America, a Prudential Financial company, Newark, NJ. *Agrawal, Sangeeta and Witters, Dan. 'The Economic Cost of Poor Employee Mental Health.' Gallup Workplace. December 2022. . Accessed June 2025.
Business Wire
12-05-2025
- Business
- Business Wire
Employees struggle financially making it paycheck to paycheck, while employers fall short in meeting expectations for support
NEWARK, N.J.--(BUSINESS WIRE)--Prudential Financial, Inc. (NYSE: PRU) released today its annual Benefits & Beyond study that reveals day-to-day financial stress is a leading concern for employees. Employees are raising their expectations for robust workplace benefits and believe their employers should play a larger role in helping them alleviate that stress. Employers agree, yet many aren't keeping up with those demands, instead focusing more on longer-term financial support. "When benefits are aligned with your company's values and workforce needs, they become a powerful driver of culture, business performance and long-term growth.' Share Key findings from the first installment of Prudential's 2025 Benefits & Beyond study, ' New Workforce Expectations: How evolving needs are reshaping the workplace,' include: Many employers recognize that workplace benefits aren't adequately addressing employees' day-to-day stress. While 75% of employers believe their benefits help with retirement savings, only 35% believe they help with immediate financial stresses like everyday expenses. Employees' top challenges are saving for retirement (45%), cost of everyday goods (44%), cost of housing (29%) and making it paycheck to paycheck (26%). The study's findings are clear: When it comes to workplace benefits, there is a disconnect on what companies offer and what employees actually need — now and in the future. The study finds that 86% of employers think their benefits are modern, while only 59% of employees agree. With a backdrop of economic uncertainty, shifting expectations and evolving social norms, today's employees expect holistic support from employers to help solve the challenges they face. They seek modern benefits that offer flexibility and financial support, and prioritize their overall well-being, according to Michael Estep, president of Prudential Group Insurance. Beyond pay, employees want their employers to provide modern benefits that reflect the real needs people are facing today. That includes benefits that help people balance their personal lives and address what happens outside of work, with employees considering flexible benefits like a four-day workweek (41%) and 'pawternity' leave (23%) as optimal. 'Employees want benefits that go beyond traditional coverage and more completely address how they live and work,' said Estep. 'The workplace is at a tipping point, and there's so much at stake for employers. When benefits are aligned with your company's values and workforce needs, they become a powerful driver of culture, business performance and long-term growth.' The study shows there's a gap between employers' perceptions and the reality of how employees view modern benefits. While almost all employers (97%) say well-being is a priority, only 7 out of 10 employees (69%) agree their employers feel this way. The research identifies opportunities for employers to help solve employee challenges, including retirement savings, making it paycheck to paycheck, job security and flexible work arrangements. 'Effective communication and awareness are needed to better demonstrate commitment to employee well-being and highlight how benefits can meet each person's unique needs,' Estep added. Click here to view and download the study. The research was conducted with 2,946 full-time employees and 750 employers in the U.S. via national online surveys in January and February 2025. Visit for more information on Prudential Group Insurance's portfolio of workplace benefits, absence management and risk mitigation solutions. Prudential Financial, Inc. (NYSE: PRU), a global financial services leader and premier active global investment manager with approximately $1.5 trillion in assets under management as of Dec. 31, 2024, has operations in the United States, Asia, Europe, and Latin America. Prudential's diverse and talented employees help make lives better and create financial opportunity for more people by expanding access to investing, insurance, and retirement security. Prudential's iconic Rock symbol has stood for strength, stability, expertise and innovation for 150 years. For more information, please visit Prudential Group Insurance manufactures and distributes a full range of group life, long-term and short-term disability, and corporate and trust-owned life insurance in the U.S. to institutional clients primarily for use within employee and membership benefits plans. The business also sells critical illness, accidental death and dismemberment, and other ancillary coverages. In addition, the business provides plan administrative services in connection with its insurance coverages, and administrative services for employee-paid and unpaid leave including FMLA, ADA and PFL. 1086500-00001-00
