Rethinking Mental Health at Work: From Access to Actionable Result

Why employers need smarter strategies to create meaningful mental health outcomes 

As organizations work to enhance employee wellbeing, mental health remains a key priority in modern benefits strategies. In a recent webinar, Digital Mental Health Benefits: Beyond Access, Toward Impact, experts from Quantum Health, Plug Power and Lyra Health shared how employers can move beyond basic access to create truly transformative mental health outcomes for their workforce. 

Moderated by Alicia McNamara, Vice President of Client Engagement at Quantum Health, the panel featured two leading voices in mental health and benefits innovation: 

• Dan Harding, Director of Global Total Rewards at Plug Power 
• Dr. Matthew Jakupcak, Clinical Psychologist and Senior Director of Clinical Quality at Lyra Health 

The discussion highlighted the urgent need to move beyond traditional Employee Assistance Programs (EAPs) and adopt proactive, personalized strategies to address the growing mental health needs of today’s workforce. Below, we’ve summarized the key takeaways from this insightful conversation. 

Confronting a growing challenge 

Mental health struggles have become a widespread issue, with nearly 90% of employees reporting at least one mental health challenge in the past year. Despite this urgent need, traditional benefits programs often fall short. A recent survey revealed that while 75% of employees have access to mental health services, only 10% are actively using them. 

Harding noted, “We saw a significant gap in our employees’ ability to navigate the mental health resources available to them. Traditional models were creating barriers when we needed to be breaking them down.”  

The conversation emphasized that providing access is only the first step. To achieve meaningful outcomes, employers need to prioritize proactive engagement, seamless navigation and personalized care solutions. 

Personalization: The key to better outcomes 

“Care that fits the individual is care that works,” said Dr. Jakupcak. He explained that personalization in mental health benefits goes beyond connecting employees with a provider — it’s about ensuring the provider is the right match for the employee’s unique needs. 

At Lyra Health, 97% of employees stick with their first assigned provider, thanks to advanced matching technology that considers factors such as cultural background, preferences and specific needs. This is a stark contrast to national trends, where nearly half of employees switch providers or discontinue care after their first appointment.  

Dr. Jakupcak emphasized, “The relationship between the employee and their provider is one of the strongest predictors of successful outcomes. Personalized, evidence-based care ensures employees not only start care but stay engaged with it.” 

Proactive engagement: meeting employees where they are 

Harding shared how Plug Power’s partnership with Quantum Health transformed their mental health benefits program. One of the company’s key strategies was to simplify the employee experience by providing a single point of contact for all benefits needs. 

“Before, employees didn’t know where to start,” Harding explained. “Now, whether they’re facing mental health challenges, physical health concerns or other issues, they have one number to call. That human connection is critical — it removes confusion and builds trust.” 

Proactive communication is another cornerstone of Plug Power’s strategy. Harding described how targeted, year-round communication campaigns ensure employees understand their benefits and feel empowered to use them. For example, a tailored webinar for European employees significantly increased registration rates for the mental health platform, jumping from 5% to 35%. 

The ROI of prioritizing mental health 

Investing in comprehensive mental health benefits doesn’t just support employees — it’s a smart business decision. Plug Power reported a nearly 2x return on investment for their mental health program. Other measurable outcomes included:

• 84% of employees accessing care within 1–2 days 
• 97% provider retention rates 
• $280,000 in medical and pharmacy cost savings 

 “Metrics are important,” Harding said, “but the real impact is in creating a healthier, more resilient workforce. When employees feel supported, they’re more engaged, productive and loyal.” 

Breaking down barriers: A culture of care 

Stigma remains one of the biggest barriers to mental health care. A recent survey found that only 43% of employees felt comfortable discussing their mental health at work — a decrease from the previous year. 

To combat this, employers must foster a culture of care. Dr. Jakupcak highlighted the importance of normalizing mental health conversations and empowering employees to seek help without fear of judgment. “Empathy without direction isn’t enough,” he said. “Care coordination transforms compassion into measurable outcomes.” 

Building a blueprint for success 

As mental health challenges continue to rise, employers have an opportunity — and a responsibility — to lead the way in transforming workplace wellbeing. By prioritizing proactive engagement, personalization and evidence-based care, organizations can create mental health benefits programs that deliver real impact. 

As Harding concluded, “It’s not just about providing a benefit — it’s about creating a culture of trust, care and support.”