Mental Health Screening

Businesses are grappling with a significant rise in mental health issues among employees, including depression, anxiety, and substance abuse. A 2023 Group Health Survey revealed a concerning increase from 44% in 2022 to 77% in 2023, with projections of an additional 16% growth.

Research indicates that the average time between the onset of mental health symptoms and intervention is approximately 11 years (2). Implementing a mental health screening program allows businesses to proactively support employees, enabling early detection and intervention, which has been shown to yield better outcomes.

Implementing mental health screenings can help identify employees who may be struggling with emotional or psychological issues. Early intervention can prevent conditions from worsening and improve overall productivity. These screenings can be integrated into the company's HR policies.

It's estimated that one-third of individuals with a mental health condition are employed. However, a significant portion of working adults, especially those in full-time positions, have never sought help from a mental health professional for their symptoms. Untreated mental health conditions can have a substantial impact on both individuals and the workforce. Therefore, screening for mental health issues is essential, particularly for individuals in the workplace.

• Opportunity to Understand: This is a chance for HR to discuss employees' health and work situations; to gather and update information. HR can identify any issues hindering work, such as medical, physical, cognitive, social, financial, psychological, and emotional problems that may need addressing.
• Early Detection: Screening is an effective way to reach employees who need help the most. Comprehensive and widespread mental health support programs can reduce stigma, improve productivity, boost morale and mindfulness, raise awareness, and equip managers to recognize symptoms and support employees effectively. Employee morale can influence all aspects of a business. When employees’ mental health is adequately addressed, the entire organization benefits.
• Early Intervention: Mental health screening helps identify psychological issues early on, allowing for timely intervention and treatment before they become more severe.
• Reducing Stigma: Mental health screening can be integrated into new employee orientation and annual wellness programs. Once familiar with mental health professionals, employees may feel more comfortable seeking help when needed.

• Reduced absenteeism: Early detection and support can minimize the negative impacts of prolonged absences, alleviating pressure on coworkers.
• Positive messaging: Encourages employees to take proactive steps in managing their physical and mental health.
• Improved productivity: Data-driven strategies, such as workload adjustments, flexible work arrangements, or on-site accommodations, can be implemented to optimize employee performance.

Initially, HR will send employees a self-administered psychological survey. This survey typically includes questions designed to assess employees' mental health and emotional state. Standardized questionnaires such as the DASS-21, PHQ-9, GAD-7, PCL-5, and WHO-5 can be selected based on the specific needs of the organization. Other relevant health issues, like physical health concerns, PTSD, ADHD, Autism, Dyslexia, and sensory needs, may also be included if required.

Employees who complete the survey may be offered a 15-20 minute one-on-one consultation with a psychologist. The psychologist will use their clinical expertise to:

• Assess the employee's current mental health
• Explore the employee's personal views on their health and capabilities
• Evaluate the employee's psychological state
• Provide support and answer questions about mental health concerns
• Suggest self-care strategies and stress management techniques
• Determine if further therapy is necessary and provide guidance on next steps

A detailed report outlining the findings and recommendations will be emailed to the employee.

The report will provide a comprehensive overview of employees' current ability to perform their roles. Individual issues will be presented anonymously and sensitively to guide management decision-making. To ensure confidentiality, no specific personal information will be disclosed. General reports will be compiled, omitting individual names but presenting trends and comparative data between groups or years. These reports will help companies better understand their employees' mental health and adjust support policies accordingly. The assessment and reporting will focus on answering specific questions, such as:

• What is the exact nature of the employee's health condition(s)?
• How long has the employee been experiencing these symptoms, and how long are they expected to last?
• What are the underlying causes of the condition(s)?
• What treatments, including medications, is the employee currently undergoing?
• How effective are these treatments?
• Are there any long-term implications for the employee's ability to perform daily tasks, and if so, what are they?
• Could the employee's condition be exacerbated by workplace stressors?
• Is the employee currently suited for their role?
• If not, what are the specific areas of mismatch?
• Are there any alternative roles or accommodations that could be implemented to support the employee's continued employment?

Research has shown that screening alone, without the addition of interventions and treatment, is unlikely to improve employee mental health. Workplace mental health prevention and promotion initiatives should be prioritized. Assessments should serve as a call to action, indicating when further intervention is needed (2023) (3).

Following a consultation, if necessary, the mental health professional may recommend that employees participate in specialized therapy to address complex mental health issues. Therapeutic approaches can include individual therapy, group therapy, couples counseling, cognitive-behavioral therapy, or practices such as yoga and mindfulness.

Mental health screenings not only help identify and treat psychological issues early but also demonstrate your company’s commitment to your employees’ well-being. It’s a vital part of your employee benefits strategy, boosting productivity and fostering a positive work environment.

Email [email protected] for a quote on employee health screenings.

1. Business Group on Health. 2024 Large Employer Health Care Strategy Survey. August 2023.
2. Wang PS, Berglund PA, Olfson M, Kessler RC. Delays in initial treatment contact after first onset of a mental disorder. Health Serv Res. 2004 Apr;39(2):393-415. doi: 10.1111/j.1475-6773.2004.00234.x. PMID: 15032961; PMCID: PMC1361014.
3. Strudwick J, Gayed A, Deady M, Haffar S, Mobbs S, Malik A, Akhtar A, Braund T, Bryant RA, Harvey SB. Workplace mental health screening: a systematic review and meta-analysis. Occup Environ Med. 2023 Aug;80(8):469-484. doi: 10.1136/oemed-2022-108608. Epub 2023 Jun 15. PMID: 37321849; PMCID: PMC10423530.