Disclaimer: This article is for informational purposes only and does not constitute medical or professional advice. TeamPerks is a lead generation service that connects organizations with licensed benefits advisors. We do not provide mental health services, medical advice, or clinical recommendations. ROI estimates are illustrative and will vary. Consult with qualified healthcare and benefits professionals before making decisions.
Mental health has moved from taboo topic to top priority. Our survey of 5,000 Canadian employees reveals exactly what they want from mental health benefits—and it's not what most employers are offering.
The Gap Between What's Offered and What's Wanted
Most organizations offer basic Employee Assistance Programs (EAPs), but employees are asking for much more. Here's what they actually want:
1. Higher Coverage Limits
What employees want: $3,000-$5,000 annually for psychologist/therapist services
What most get: $500-$1,000 through paramedical coverage
The average cost of therapy in Canada is $150-$250 per session. At $1,000 coverage, that's only 4-7 sessions—not nearly enough for meaningful treatment.
2. Faster Access to Care
What employees want: Appointments within 1-2 weeks
Current reality: 2-3 month wait times for in-person therapists
This is where virtual mental health platforms shine. Services like Inkblot, Dialogue, and Mindbeacon offer appointments within days, not months.
3. Variety of Treatment Options
Employees want choice in how they address mental health:
- Traditional therapy: In-person sessions with psychologists
- Virtual counseling: Video or phone sessions
- Digital tools: Apps for meditation, CBT, stress management
- Group therapy: Peer support and group sessions
- Psychiatric services: Access to psychiatrists for medication management
- Alternative therapies: Art therapy, music therapy, equine therapy
4. Family Coverage
Critical finding: 78% want mental health coverage extended to family members
Mental health issues don't exist in isolation. When a family member struggles, it affects the employee's wellbeing and productivity. Progressive employers are covering spouses and children.
5. Proactive Support, Not Just Crisis Response
Employees want help before they're in crisis:
- Stress management workshops
- Resilience training
- Mindfulness programs
- Mental health coaching
- Regular check-ins and assessments
💜 What Employees Told Us
"I don't want to wait until I'm burnt out to get help. I want resources to manage stress before it becomes a crisis." - Survey Respondent
"The $500 coverage ran out after 3 sessions. I stopped going because I couldn't afford it, and my anxiety got worse." - Survey Respondent
The Business Case for Better Mental Health Benefits
Investing in mental health isn't just the right thing to do—it makes financial sense:
- ROI of 4:1: Every dollar spent on mental health returns $4 in productivity
- Reduced absenteeism: Mental health issues account for 30% of disability claims
- Lower turnover: Employees with good mental health support are 3x more likely to stay
- Better engagement: Mentally healthy employees are 23% more productive
What Leading Organizations Are Doing
Tech Companies
- $5,000+ annual mental health coverage
- Unlimited access to virtual therapy platforms
- Mental health days (separate from sick days)
- On-site counselors or wellness rooms
- Meditation and mindfulness app subscriptions
Healthcare Organizations
- Peer support programs for frontline workers
- Trauma-informed care training
- 24/7 crisis support hotlines
- Burnout prevention initiatives
- Mandatory mental health breaks
Professional Services
- Mental health coverage for families
- Flexible work arrangements to reduce stress
- Regular mental health assessments
- Coaching and resilience training
- Sabbatical programs
How to Improve Your Mental Health Benefits
Quick Wins (Implement This Month)
- Add a virtual mental health platform (Inkblot, Dialogue, Mindbeacon)
- Increase paramedical coverage specifically for mental health
- Communicate existing benefits more effectively
- Train managers on mental health awareness
- Create a stigma-free culture by having leaders share their experiences
Medium-Term Improvements (Next 3-6 Months)
- Survey employees about their mental health needs
- Increase annual coverage to $3,000-$5,000
- Add family coverage for mental health services
- Implement proactive wellness programs
- Partner with local therapists for faster access
Long-Term Strategy (Next Year)
- Integrate mental health into overall wellness strategy
- Offer multiple pathways to support (therapy, coaching, digital tools)
- Create peer support networks
- Measure and track mental health metrics
- Continuously improve based on utilization data
Assess Your Mental Health Benefits
Get a free assessment and we'll connect you with qualified advisors who can evaluate your current mental health benefits and provide recommendations based on employee expectations and industry best practices.
Addressing Common Concerns
"Won't better benefits be too expensive?"
The cost of NOT providing adequate mental health support is higher. Consider the costs of turnover, absenteeism, and reduced productivity. Most organizations see positive ROI within the first year.
"How do we reduce stigma?"
Leadership must model healthy behavior. When executives talk openly about mental health and use the benefits themselves, it normalizes seeking help.
"What about privacy concerns?"
All mental health services are confidential. Employers never see individual usage—only aggregate, anonymized data.
Key Takeaways
- Employees want $3,000-$5,000 in annual mental health coverage
- Fast access (within 1-2 weeks) is critical—virtual platforms help
- Family coverage for mental health is increasingly expected
- Proactive support prevents crises and reduces long-term costs
- Mental health benefits have a 4:1 ROI
- Reducing stigma starts with leadership
Ready to enhance your mental health benefits? Get expert guidance →