Only half the workforce knows how to access mental health care through their employer-sponsored health insurance. As a leader in HR, you can ensure employees in your organization know where to go for help when they need it.
Here are some tips on how HR professionals can highlight mental health for new employees:
1
Prepare
Summarize key benefits like an Employee Assistance Program (EAP), mental health care coverage, apps, wellness stipends and more.
For each benefit, answer:
- Why an employee would use a specific benefit/support
- How the employee accesses each benefit/support
- Who the employee can reach out to with questions
- Where the employee can learn more
If your company offers an EAP:
- Ensure that employees understand it is a voluntary and confidential resource, as well as the many offerings it covers.
- Who the EAP covers (just the employee or dependents, too).
Add local supports, like your local NAMI, and national supports like NAMI HelpLine (1-800-950-NAMI) and the 988 Suicide & Crisis Lifeline.
Include benefits in all onboarding materials (digital and print).
Reinforce the culture of mental health awareness and support by aligning with managers. Check out our guides for managers for actionable steps.
2
Communicate
Use plain language—skip the insurance jargon
Show, not just tell, the step-by-step process to access each benefit by accessing each support option with the employee.
- For example, log on to the insurance portal during onboarding and demonstrate how to find an in-network therapist or psychiatrist
Normalize usage of benefits, sharing your own experience if you’re comfortable.
Provide an easy-to-read document with:
- Clear instructions on accessing benefits
- Local and crisis support links
- Confidentiality rights
Encourage saving/bookmarking info for easy access.
Make sure managers are trained on all available supports.
3
Follow Up
Check in after two weeks to remind new employees about the available resources.
Offer optional 1:1 information support sessions.
Reinforce resource knowledge: EAP, HR, managers, NAMI, and 988 are all options.
4
Keep It Going
Add mental health to 30/60/90-day check-ins and employee engagement surveys. For example:
- Do you understand your mental health benefits?
- Are you feeling connected to your team?
- Do you have any overwhelm with your new role?
Reinforce supports via all-staff meetings, newsletters, emails, and/or messaging platforms.
Offer frequent “office hours” so employees can drop in with questions.
- These office hours can be virtual or in-person in an open area like a break room.
Connect with Employee Resource Groups, peer groups, or well-being champions.
Regularly reshare key supports: EAP, NAMI, 988, etc.
5
Make It Long-Term
Train managers on mental health benefits, how to guide their teams, and how to have a conversation about mental health with a coworker.
Add crisis and other support information to internal portals/apps.
- Review the company’s Mental Health Crisis Plan with all new and current employees yearly.
Highlight mental health resources during benefits season, awareness months/events, and more—not just at onboarding.
Get regular feedback on the clarity, accessibility, and adequacy of mental health resources.
Become a NAMI StigmaFree Workplace to continue the conversation!
