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Eighty-one percent of employers in the United States said mental health issues at work contribute to absences, according to a study by Guardian.

Half of U.S. employers report a surge in mental health claims, the data shows, with 40 percent reporting their top absence-management priority is helping employees stay at work. At the same time, 36 percent say their top priority in reducing absences is ensuring policies and procedures are compliant; 33 percent say it’s creating a culture of care, empathy, and well-being; and 29 percent say it is supporting employees in their return to safe and meaningful work.

“Evolving worker expectations are driving organizations to re-examine their leave-management practices in order to offer the best experience,” said Jessica Vanscavish, head of disability, absence, life, and supplemental health at Guardian. “When processes are streamlined, communications are clear, and there is a single point of contact for questions, employees are more likely to feel supported before, during, and after a leave—directly translating into improved morale and loyalty.”

Meanwhile, employees who have a positive leave experience are 75 percent more likely to stay at their job for five or more years and are two times as likely to say their employer cares about their well-being.

Other key takeaways …

  • Sixty-five percent of employers are considering incorporating artificial intelligence (AI) into their absence-management programs, with 19 percent having already incorporated AI into their disability and FMLA (Family Medical Leave Act) administration through benefit administration tools or partnerships.
  • Nearly eight in 10 employers rate the employee leave experience at their organization as “excellent” or “good,” including submitting a request for disability/FMLA leave (79%), return to work (78%), communications across parties while on leave (77%), approval of disability/FMLA leave (76%), claims payment (76%), educating managers and supervisors (75%), and educating employees (74%).
  • Fifty-two percent of employers say their top reason for benefits integration is to increase employee access to benefits, followed by reducing HR workload (41%), improving program outcomes (36%), providing more comprehensive data (33%), and decreasing employee confusion (30%).

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From: PropertyCasualty360

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