Even the most emotionally healthy people have no doubt felt anxious over the last several months as the world has dealt with the COVID-19 pandemic. But for those who deal with disabling anxiety and depression, the load is even harder to bear. That’s why employers need to look at the tools they have at their disposal to help their employees cope.
A survey from the Society for Human Resource Management (SHRM) released in mid-May found 41% of U.S. employees were feeling burned out from work, and another 23% said they felt depressed. More than one in five reported that COVID-19 had threatened the tangible parts of their jobs either to a great extent or to a very great extent.
The workers saw threats to personal opportunities, job security, safe working conditions, and benefits and pay. More than a third (37%) said they had done nothing to cope with those feelings, and just 7% had reached out to a mental health professional.
“COVID-19 is taking a toll on our minds and emotions in a million little ways,” SHRM President and CEO Johnny C. Taylor, Jr., said in announcing the survey. “Now, more than ever, employers should double down against stigmas and guarantee employees know of the resources, benefits, and accommodations available.”
Insurance Products Can Help
Insurance giant MetLife has released its annual U.S. Employee Benefit Trends Study, which this year focuses on supporting employee well-being in uncertain times. Absence and disability insurance products can be important tools as employers search for ways to help their employees, Phil Bruen, vice president of group life and disability products at MetLife, says.
Bruen says the Employee Benefit Trends Study found that 67% of U.S. employees reported feeling more stressed than they did before the pandemic. Also, a different survey MetLife released in April asked employees about their top concern if they were to suddenly become unable to work because of an illness or injury. The answer: paying for monthly expenses such as rent, mortgage payments, utility bills, and car payments.
Bruen says the Families First Coronavirus Response Act (FFCRA) and state emergency paid leave laws have brought an increased awareness of the importance of disability and paid absence-related protection or benefits.
“In fact, at the height of the current pandemic in late March, COVID-19 claims were the second largest reason for short-term disability claims behind maternity,” Bruen says. “And as we look ahead slightly, our recent disability survey shows that nearly half (48%) of employees agree or strongly agree that the pandemic will increase their likelihood to enroll in these types of benefits and programs.”
Bruen says 50% of employees said disability insurance and 47% said family/caregiver leave would best support them if they were out of work because of COVID-19. But approximately one-third of employees said they don’t feel like they have adequate disability insurance or family caregiver leave to feel protected through the pandemic.
Advice for HR
Human Resources professionals can expect to see employees suffering anxiety that is aggravated by the pandemic. In many cases, an employer may have already been providing accommodations for employees with the kind of anxiety that meets the definition of disability under the Americans with Disabilities Act, but such employees may now need new kinds of accommodations.
Bruen says in addition to providing short- and long-term disability benefits, employers also can help those at increased risk amid the pandemic by ensuring they have a smooth transition back to work.
Common concerns about returning to work after an illness, a disease, or an unexpected health condition include adjustments to responsibilities, having a flexible work schedule, and loss of opportunities for growth or promotion, Bruen says.
“That’s why employers should take time to identify opportunities to provide holistic support for employees returning to work after a leave of absence, particularly for those with disabilities aggravated by the pandemic,” Bruen says. “Doing so will not only ensure that they have an easier time returning to the office, but it can also alleviate some of the stress that employees are feeling around coming back to work.”
Not all the employees stressed by fear of the coronavirus have the kind of anxiety that qualifies as a disability under federal and state laws, but their stress also requires care, Bruen says.
“Employers should take employee stress seriously—whether that anxiety qualifies as a disability or not,” adds Bruen. “Interestingly enough, MetLife’s Employee Benefit Trends Study found that half of all employees said financial health was their top concern amid COVID-19.”
“With this in mind, to alleviate employees’ stress and make them feel more secure about their financial future, employers can offer comprehensive benefits and financial wellness programs that help employees plan for their short- and longer-term goals,” Bruen says.
Other employee benefits, such as defined contribution plans and life insurance plans, also give employees an increased sense of stability in uncertain times, according to Bruen. In addition, employers can help by adapting their workplace strategies to include more flexible working hours and financial wellness programs.