Corporate mental health benefits have seen a dramatic expansion in recent years, with more companies offering therapy subsidies, mindfulness apps, and even “mental health vacations.” However, a survey by the Society for Human Resource Management (SHRM) reveals a troubling gap: only 34% of employees with access to these resources actually use them.
The reasons for this underutilization are multifaceted. Stigma remains a significant barrier, with many workers fearing that seeking help could label them as “weak” or “unreliable.” Others are unaware of the benefits available to them or find navigating the system overwhelming. “There’s often a disconnect between what employers offer and what employees feel comfortable accessing,” says Dr. Naomi Chen, a workplace mental health consultant.
Another issue is the quality of support. Some employees report that employer-provided counseling sessions are too limited to be effective, or that mental health apps feel impersonal. “I tried the therapy benefit, but after three sessions, I was back on a waiting list,” says David Kim, an engineer. “It felt like a Band-Aid solution.”
Experts suggest that companies need to do more than just offer benefits—they must actively foster a culture where mental health is prioritized. This includes training managers to recognize signs of distress, normalizing conversations about mental health, and ensuring that resources are easy to access. “The most progressive companies are treating mental health as a core part of their business strategy, not just a perk,” says Dr. Chen. “Until that becomes the norm, these benefits won’t reach their full potential.”
