Common questions employees have about accessing wellbeing resources
Despite the growing availability of workplace wellbeing programs, many employees remain hesitant to access these resources. This reluctance can stem from various interconnected factors, including societal stigma, organizational culture, and practical barriers. Understanding and addressing these concerns is essential.
This blog will take you through what’s keeping your employees from accessing resources, and FAQs you can expect from employees when you communicate the availability of resources to them.
Why do employees not want to use company-provided wellbeing resources?
Thick cloud of stigma around mental health – even in this day and age
One of the most significant barriers is the stigma surrounding mental health. Many employees fear that seeking support will label them weak or incapable of handling their responsibilities. This fear is often heightened in competitive environments where strength, resilience, and productivity are highly valued. Cultural factors also play a role, as in some communities, mental health is not openly discussed or is seen as a private matter.
Confidentiality concerns
Another critical reason employees hesitate to access wellbeing resources is the fear of confidentiality breaches. Employees worry that their use of resources, such as counseling or an Employee Assistance Program (EAP), might become known to their managers or colleagues. The reason is primarily a lack of trust in the organization’s systems or uncertainty about handling information.
You must assure employees that their privacy is protected. This can be done through clear communication about confidentiality policies, emphasizing that personal details will not be shared with managers or affect career progression. Third-party providers for services like EAPs are an excellent way to build trust, as they operate independently of the organization.
Lack of awareness and understanding
Often, employees are simply unaware of the wellbeing resources available to them or do not fully understand how to access them. For example, an organization may offer an excellent EAP, but if employees do not know how to use it or misunderstand its purpose, the service remains underutilized.
adopt a proactive communication strategy. Regular updates through emails, team meetings, or internal portals can help. Visual aids such as posters, infographics, and videos explaining the resources can also be effective. Additionally, HR teams and managers should be well-informed to answer questions and direct employees to the right resources.
Fear of career repercussions
Employees worry that accessing wellbeing resources could harm their career prospects. They may believe their manager will perceive them as less capable or unreliable if they seek support for mental health or personal issues. This concern can be particularly acute in industries with a strong emphasis on performance and productivity. Managers should receive training to handle wellbeing conversations sensitively and without judgment. Policies should be in place to protect employees from discrimination or retaliation based on their use of wellbeing resources.
No support in the workplace
If the workplace prioritizes productivity over people or fosters an environment where taking breaks is frowned upon, employees may feel discouraged from prioritizing their wellbeing.
A supportive workplace culture is built over time and requires commitment from leadership. Encouraging work-life balance, recognizing employees for their efforts, and openly celebrating the use of wellbeing resources are vital steps. Leaders and managers should model healthy behaviors, such as taking mental health days or using the company’s fitness programs, to inspire employees to do the same.
Frequently asked questions and answers
1. Are wellbeing resources confidential?
Yes, wellbeing resources, especially mental health services like counseling through an Employee Assistance Program (EAP), are strictly confidential. EAP providers are bound by privacy laws and ethical guidelines to protect your information, and not let your managers, HR team, or leaders know any specifics about anyone. No one, except you and the EAP provider knows you accessed mental health resources.
2. Do I need to pay for these resources?
No. Your organization foots the bill for the resources you have access to. For extending counseling services to your family, check with the EAP provider or HR team if it’s complimentary or subsidized.
3. What do I do if a colleague seems to need mental health support?
If your organization has trained wellbeing champions in place, they are the best persons to refer to about a colleague in distress. Or, you could become one. If you notice a colleague struggling, approach the situation with empathy and discretion. Start by checking in with them privately and expressing your concerns. Encourage them to use available workplace resources, like the EAP or wellbeing programs. If you’re deeply concerned about their wellbeing or physical safety, inform a wellbeing champion or the HR without breaching trust.
4. Who should I approach if I need to access counseling?
To access counseling, start with your designated wellbeing coordinator in your company. They can provide details on how to contact the EAP or other mental health resources. Many organizations provide a direct hotline or website where you can book appointments confidentially without needing to inform anyone at work. Check if your organization has one, and talk to the professionals at the other end of the line.
5. Who will know when I talk to the EAP provider?
No one at your workplace will know if you use the EAP, as these services are entirely confidential. Your employer is not informed about who uses the EAP; they only receive anonymized data on the number of participants and general service usage to evaluate the program's effectiveness. This confidentiality is essential to encourage employees to seek help without fear of judgment.
6. How does therapy work?
Therapy typically involves one-on-one sessions with a trained professional to discuss challenges, explore thoughts and feelings, and develop coping strategies. Therapy can happen online or offline with complete discretion, depending on your needs. This is usually an intake session where the therapist gets to know you and understands your needs. The subsequent sessions are more structured and focus on addressing specific issues. EAP-provided therapy often includes a set number of free sessions, after which you may need to continue with a private therapist if needed.
7. If I already have a therapist, can I avail of EAP provided by the company?
Yes, you can still use EAP services even if you already have a therapist. However, EAP may not cover costs associated with your existing therapist. You could use EAP for additional support or in urgent situations.
8. Can I confide in my manager about my mental health concerns?
Yes, if you feel comfortable, you can share your concerns with your manager, especially if they impact your work. When you talk to them, be clear about your needs, such as adjustments to workload or flexible hours. However, you are not obligated to share details if you prefer privacy. Instead, you can directly access HR or wellbeing resources.
9. How can you encourage your team to use wellbeing resources?
You can encourage your teams to use wellbeing resources by using wellbeing resources themselves and talking about them openly. Discuss mental health and wellbeing in team meetings to reduce stigma. Check-in with your employees’ wellbeing in every 1:1 you get on with them. Regularly remind the team about available resources through emails, chats, or meetings.
Promote work-life balance and encourage employees to take breaks or time off as needed. Attend workshops on supporting employee wellbeing and advocate for your team to do the same.