Employers say the well-being of their employees is a priority — and many invest in employee assistance programs — yet many workers still don’t seek the support they need because of stigma and confidentiality concerns, according to the latest Prudential Financial Inc.’s 2025 Benefits & Beyond study, “New Workforce Expectations: Address mental health to help get employees needed support.”
With many American workers under pressure from living paycheck to paycheck and managing caregiving responsibilities for children and aging parents, nearly two-thirds (63%) say they are worried about mental health for themselves or their families. Despite this concern, more than half of employees with access to employee assistance programs have not availed themselves of these services, which offer confidential and professional support for personal or work-related issues.
This disconnect has significant implications for businesses, as employees struggling with mental health issues miss four times more work, costing the economy $47.6 billion annually in lost productivity according to Gallup.
“The workplace is facing a mental health wake-up call — and an opportunity to cultivate a more supportive culture,” says Michael Estep, president, Prudential Group Insurance. “Employers must step up to provide needed support and foster a culture where using mental health programs are not only acceptable but encouraged. By providing accessible, stigma-free, and proactive support, businesses can empower employees, strengthen workforce resilience, and boost performance.”
Key findings from the study include:
- Untapped support opportunity: While 59% of employers report offering an employee assistance program, more than half of employees (55%) have never tried to use their available program. Among those employees, 31% had a need for assistance but still did not use their program.
- Silent struggling: Employees are hesitant to use mental health resources or discuss mental health at work. The greatest barriers they face include fear of negative consequences (40%), concerns about confidentiality (38%) and worries about job security if they take a mental health leave (38%).
- Awareness gap: Employers believe they frequently communicate about employee assistance programs, yet 22% of workers know little about their available benefits and 1 in 10 finds them too complex. This is an opportunity for employers to increase awareness by reviewing the content and frequency of their communications.
- Stress management support: When employees are satisfied with their mental health resources, 79% feel well-supported in managing stress and their overall well-being. But when these programs fall short of expectations, their confidence drops to just 48%.
- Going beyond traditional: When it comes to the most helpful mental health support, employers should consider options beyond standard benefits offered during open enrollment. Both employers and employees agree the three most helpful and realistic offerings are mental health days, flexible work schedules, and stress management programs.
“Employers have the opportunity to proactively provide comprehensive benefits that holistically support their employees,” says Jess Gillespie, head of product and underwriting for Prudential Group Insurance. “By elevating mental health as a core workplace focus and encouraging engagement with available programs, employers can help reduce mental health stigma and cultivate a supportive culture, significantly enhancing both employee well-being and organizational productivity.”