“Even high-performing employees will have moments that take them away from their jobs. How are you going to build programs that ensure they feel supported and stay with your company?”
Alexa Driscoll – Vice President, Marketing
What was once a “nice-to-have” benefit is now a must. Employees expect real mental health support and companies that deliver those resources see stronger engagement, retention and productivity. In a recent webinar, Lucet experts Visar Tasimi (senior vice president of provider success) and Alexa Driscoll (vice president of marketing) shared insights on building mental health programs that truly support employees.
Mental health benefits matter more than ever
The demand for mental health support in the workplace has never been higher. According to a recent survey by the American Psychological Association, 92% of employees say they would only stay at a company that offers well-being tools — an indication that investing in mental health benefits is also an investment in talent retention and business success.
“Even high-performing employees will have moments that take them away from their jobs,” noted Driscoll. “How are you going to build programs that ensure they feel supported and stay with your company?”
The key components of a comprehensive mental health program
Tasimi pointed out that a well-designed mental health program isn’t just about offering an Employee Assistance Program (EAP) or covering therapy sessions — it’s about creating an interconnected system that meets employees where they are.
“It’s really important to take a broad approach that integrates different solutions, from counseling to digital self-service tools,” he said. “Employees may start in one channel but need to move to another depending on their evolving needs. The key is making sure those transitions are seamless.”
A strong mental health program should include:
- A diverse provider network that reflects the demographics and needs of the workforce
- On-demand digital resources for employees who prefer self-guided support
- Timely access to care, so that employees don’t have to wait weeks to see a provider
- Integration with medical benefits to ensure whole-person care
Moving beyond traditional access points
Employees today don’t always want to call the number on the back of their insurance card. Many prefer digital tools, chat-based support or self-guided resources.
“We’re seeing a shift towards omnichannel access,” Driscoll explained. “Some employees would rather watch a short video, read a tip sheet, or use an interactive budgeting tool than pick up the phone. Employers need to listen to their workforce and provide access points that match their preferences.”
Measuring real engagement, not just utilization
Traditional metrics like the number of outpatient therapy sessions tell only part of the story. Employers should dig deeper to understand how employees are engaging with various mental health resources — whether it’s traditional therapy, digital cognitive behavioral therapy (CBT) tools or work-life support services. Employers should not only track claims data but also conduct regular employee pulse surveys to gauge effectiveness.
Speed to care
One of the biggest barriers to mental health care is timely access. Delays in mental health care can lead to more severe issues, increased absenteeism and higher medical costs. Through Lucet’s Navigate & Connect solution, members are connected to care within an average of approximately five days, reducing the uncertainty and stress of finding a provider. This rapid access also delivers significant cost savings. A recent study showed that employees who were navigated to care through Lucet saw:
- 227 PMPM reduction in total medical expenses 12 months after connecting to mental health care
- 19% reduction in inpatient admissions, compared to a 6% increase for employees who navigated the system on their own
Preference-based access
The key is balancing availability with individual preferences — that is, ensuring that the fastest appointment isn’t the only option, but that scheduling aligns with employees’ real needs.
Employers should take a supply-and-demand approach to mental health networks, evaluating workforce demographics and aligning provider availability accordingly. For example, if 42% of a company’s workforce is Spanish-speaking but the provider network lacks sufficient Spanish-speaking therapists, that’s a serious access issue.
“Geo access is not going to solve for the gender makeup of your providers,” explained Tasimi, emphasizing that gender remains the number one filter when employees search for mental health support. Ensuring diversity in provider attributes — whether it’s language, gender identity, or specialty — is crucial in meeting employees where they are.
“PCPs are stretched thin. That’s why Lucet has built direct referral pathways between PCPs and mental health providers, ensuring that employees leave their doctor’s office with an appointment in hand.”
Visar Tasimi – Senior Vice President, Provider Success
The role of PCPs in mental health care
Primary care providers (PCPs) often serve as the first touchpoint for employees experiencing mental health issues, but they’re not always equipped to provide the necessary follow-up care.
“PCPs are stretched thin,” Tasimi noted. “Many don’t have the time or resources to guide patients to mental health support. That’s why Lucet has built direct referral pathways between PCPs and mental health providers, ensuring that employees leave their doctor’s office with an appointment in hand.”
From network refinement to value-based care
The goal is not just refining networks but measuring quality and outcomes. Employers should hold health plans and vendors accountable, asking key questions: Are employees getting connected to care faster? Are they experiencing improved outcomes? Are costs being controlled while ensuring high-quality care?
“Behavioral health has lagged behind in measuring provider quality,” Driscoll noted. “In medical care, we have benchmarks like diabetes management and oncology outcomes. In behavioral health, it’s still largely driven by member experience.”
Value-based contracting is emerging as a key strategy to improve mental health care quality. “A few years ago, value-based contracting in outpatient behavioral health seemed like a high bar,” Driscoll reflected. “But we’re at that decision point now. It’s time to think about tiering and quality metrics in our behavioral health outpatient networks.”
Building a culture of mental well-being
Mental health benefits are about more than just cost savings. They’re about creating a culture where employees feel valued and supported. Organizations that invest in these programs will see returns in employee engagement, productivity and retention.
“Your mental health benefits should be a reflection of your workforce,” Driscoll noted. “Listen to your employees, provide flexible access and ensure timely care. That’s what builds a program that truly works.”
Rachel Jenkins is a senior marketing specialist at Lucet. Contributions from Visar Tasimi (SVP, Provider Success) and Alexa Driscoll (VP, Marketing) at Lucet.
