Workplace stress is not a new challenge, but its impact on mental wellness has never been more visible. Across all workplaces, employees can face mounting pressures from demanding workloads, complex organizational structures, and the expectation of constant availability. Over time, these stressors do not stay neatly contained within the workday. They affect sleep, relationships, physical health, and overall wellbeing.

When employees are supported in managing stress and setting healthy boundaries, organizations benefit through improved engagement, productivity, and resilience. Creating mentally healthy workplaces is not about eliminating stress entirely. It is about equipping people with the tools and environments they need to manage it effectively.

Rethinking Boundaries at Work

One of the most common contributors to workplace stress is the erosion of boundaries. Constant connectivity, blurred lines between professional and personal life, and difficulty saying no can all lead to burnout over time. Unhealthy boundaries may look like regularly working outside regular hours, taking on more responsibility than is sustainable, or navigating workplace relationships that negatively affect performance or wellbeing.

Healthy boundaries vary by role. Federal employees in mission-critical or on-call positions will naturally face different expectations than those in more structured schedules. Even so, regularly assessing whether boundaries are aligned with workload, capacity, and wellbeing can help employees leave work at work and maintain balance over time.

Managing Stress Before It Becomes Burnout

Not all stress is harmful. In fact, manageable levels of stress can enhance motivation and performance. When challenges are perceived as meaningful and achievable, stress can support growth and engagement. Problems arise when stress becomes chronic, unmanaged, and relentless.

Burnout is now formally recognized as a workplace phenomenon resulting from prolonged, unmanaged stress. It is often characterized by exhaustion, emotional detachment from work, and a reduced sense of effectiveness. Recovery from burnout can be difficult, which makes prevention essential.

Effective stress management begins with prioritization. Understanding what truly requires immediate attention and what can wait reduces unnecessary pressure. When priorities are unclear, open conversations between employees and supervisors can prevent misalignment and overload.

Equally important is focusing on what is within one’s control. While it is easy to become consumed by factors beyond personal influence, such as others’ decisions or behaviors, stress is reduced when attention is redirected toward actions, responses, and communication choices that can be managed directly.

Perspective also matters. Viewing challenges as opportunities to learn or grow can significantly reduce the adverse effects of stress. While not every situation will feel positive, reframing stressors where possible can improve both performance and wellbeing.

The Power of Taking a Break

One of the simplest and most overlooked strategies for improving mental wellness at work is taking regular breaks. Many employees skip lunch or work through breaks due to heavy workloads or the belief that stepping away will reduce productivity. Research consistently shows the opposite.

Routine breaks help prevent decision fatigue, improve concentration, and support emotional regulation. Stepping away allows the brain to rest and reset, which is essential for sustained performance. Short breaks throughout the day can be just as valuable as longer ones.

Breaks do not need to be elaborate. A brief walk, stretching, breathing exercises, or even a few moments of quiet reflection can restore focus and reduce stress. Encouraging a culture that supports breaks rather than discourages them sends a clear message that mental wellness is valued.

Creating a Personal Mental Wellness Plan

There is no single approach that works for everyone. Mental wellness strategies must be tailored to individual roles, responsibilities, and personal circumstances. What matters most is intentionality. Small, consistent changes can lead to meaningful improvements over time. Support resources such as Employee Assistance Programs and wellness coaching can help employees identify practical strategies, set realistic goals, and address barriers to change. These resources also provide a confidential space to reflect, problem solve, and build resilience.

Healthy workplaces are built through a combination of individual action, supportive leadership, and organizational commitment. When mental wellness is prioritized, employees are better equipped to meet the demands of their roles and sustain long-term success in the service of their missions.

Sources:

– Charles, Susan T et al. “The mixed benefits of a stressor-free life.” Emotion (Washington, D.C.) vol. 21,5 (2021): 962-971. doi:10.1037/emo0000958

– Jabr, Ferris. “Why Your Brain Needs More Downtime.” Scientific American, 15 Oct. 2013, www.scientificamerican.com/article/mental-downtime/. Accessed 15 Jan. 2026.

– Selig, Meg. “How Do Work Breaks Help Your Brain? 5 Surprising Answers.” Psychology Today, 17 Apr. 2018, www.psychologytoday.com/gb/blog/changepower/201704/how-do-work-breaks-help-your-brain-5-surprising-answers. Accessed 15 Jan. 2026.

– World Health Organization. “Burn-out ‘as an “Occupational Phenomenon’: International Classification of Diseases.” World Health Organization, World Health Organization, 28 May 2019, www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases. Accessed 15 Jan. 2026.

November is National Caregivers Month—a time to shine a spotlight on the millions of family caregivers who quietly, tirelessly care for the people they love. Whether it’s an aging parent, a spouse navigating a chronic illness, or a child with special needs, these dedicated individuals are the backbone of our healthcare system. And chances are, you know one. You might even be one.

The Caregiving Landscape: You’re Not Alone

Here’s a number that might surprise you: more than 63 million adults in the United States are family caregivers. That’s right—one in four Americans. Even more striking, one in three caregivers is under 50, juggling care responsibilities alongside careers, kids, and all of life’s other demands.

If you’re caring for someone, know this: you’re part of an enormous community, and your role is both vital and valued.

For many people, caregiving doesn’t come with advance notice. It arrives suddenly—after a phone call about a parent’s fall, a devastating diagnosis, or a medical crisis that turns life upside down. And while the love that drives caregiving is immeasurable, the challenges are very real.

The truth is that caregiving takes a toll. Between disrupted sleep, constant worry, physical demands and the emotional burden, it’s no wonder caregivers often put their own health on the back burner. Many cut back their work hours or leave their jobs entirely, sacrificing income and retirement savings. The average caregiver spends 26 hours per week providing care—and many give far more.

A Window Into One Family’s Journey

A co-worker shared this story with me. Her brother-in-law has lived with ALS for a decade. Today, he uses a wheelchair and needs assistance with everything—eating, bathing, dressing and even using the restroom. Her sister-in-law left her career to become his full-time caregiver, and while her love and commitment never waver, the exhaustion is constant. Add to that her own heart condition, and you begin to understand the weight she carries every single day.

Her story isn’t unique. It’s one of millions. And it’s taught me that while caregivers are incredibly strong, they shouldn’t have to do it alone.

Why Employers Should Care (and Many Already Do)

If you’re an employer wondering whether caregiver support matters, here’s your answer: absolutely. Supporting caregiving employees isn’t just the right thing to do—it’s smart business. When caregivers feel seen and supported at work, they’re more engaged, productive and loyal. Companies that embrace caregiver-friendly policies enjoy lower turnover and stronger morale.

Progressive workplaces are already stepping up with flexible schedules, remote work options, paid family leave and backup care services. But there’s another powerful resource that many employees don’t even know they have: their Employee Assistance Program.

Your EAP: The Support System You Didn’t Know You Had

Think your EAP is just for mental health counseling? Think again. If your company offers an EAP, you have access to a treasure trove of resources designed specifically for caregivers. Here’s what’s often available:

• Educational Resources and Expert Guidance
  Your EAP can connect you with information about aging, chronic conditions, disability services and caregiving strategies. They can help you decode medical jargon, understand treatment options and prepare the right questions for healthcare providers.
• Care Coordination Made Simpler
  Need to find a home health aide? Searching for adult day care or nursing facilities? Your EAP can provide referrals and help you navigate the overwhelming process of researching and evaluating care options in your area.
• Legal and Financial Consultations
  Many EAPs offer access to attorneys who can assist with power of attorney, healthcare directives, guardianship and estate planning. Financial consultants can help you make sense of Medicare, Medicaid and long-term care insurance—topics that can feel impossibly complex.
• Emotional Support When You Need It Most
  Caregiving comes with complicated emotions: grief, guilt, stress and sometimes resentment. EAP counseling services provide a safe space to process these feelings.
• Personalized Care Planning
  Some EAPs go even further, offering care consultants who can help you evaluate options, address home safety concerns and develop a comprehensive support plan tailored to your situation.

The best part? EAP services are confidential, free to you, and available without your manager’s approval. Using them won’t impact your job; it will only help you navigate one of life’s toughest challenges.

Take Action This November

National Caregivers Month is the perfect time to step up—whether you’re a caregiver, work with caregivers, or employ them:

• If you’re a caregiver: Don’t wait until you’re at your breaking point. Reach out to your EAP today. Explore what resources are available. Think of it as building your support network before you desperately need it. You deserve help, and it’s already there for you.
• If you’re a friend or colleague: Check in with the caregivers in your life—not with a vague “let me know if you need anything,” but with specific offers. Bring a meal. Offer to sit with their loved one for an hour. Just listen. Small gestures make a profound difference.
• If you’re an employer: Review your caregiver support policies. Are you promoting your EAP effectively? Many employees have no idea what’s available to them. Consider hosting an information session this month focused specifically on caregiving resources. Make it easy for employees to find help.

A Call to Action

Caregivers give so much—often sacrificing their own health, finances and peace of mind to care for those they love. This November, let’s commit to seeing them, truly supporting them, and ensuring they know about the resources that can lighten their load.

If you have an EAP, find out what caregiving support it offers. Visit your company’s HR portal, send a quick email, or make a phone call. That one small action could transform an overwhelming situation into something more manageable.

Remember this: Asking for help isn’t a weakness. It’s wisdom. It’s self-care. It’s what allows you to keep showing up for the person you love.

Let’s honor our caregivers not just with words, but with action.

Source: AARP

Bullying isn’t just a schoolyard problem, it’s a pervasive issue that can follow children wherever they spend their time: in classrooms, on buses, at extracurricular activities and online. The impact of bullying is profound, leaving emotional scars that can last into adulthood. Children who are bullied are at higher risk for anxiety, depression, social withdrawal and academic challenges. 

Employees who are parents of children experiencing bullying often face additional stress that can impact workplace productivity, engagement and mental wellbeing. According to the American Psychological Association, workplace stress related to family concerns can lead to higher absenteeism, decreased focus and lower job satisfaction. By providing support for employees’ families, employers can reduce these stressors, improve retention and foster a culture of wellbeing. 

Understanding bullying

Bullying involves intentionally using physical, verbal or psychological actions to harm someone else, often exploiting a real or perceived power imbalance. Parents often notice behavioral changes in children who are being bullied including, withdrawal from activities, mood changes or reluctance to talk about school. Addressing bullying requires proactive communication and practical support. 

Practical ways to help children cope
While every situation differs, there are proven strategies to help children stay safe and resilient: 

• Notify school officials and trusted adults. 

• Avoid fighting back in anger and walk away when possible. 

• Use the buddy system for safety in numbers. 

• Encourage open dialogue and provide guidance tailored to your child’s needs. 

Beyond immediate safety measures, many children who experience bullying also struggle with lasting anxiety and depression that require additional therapeutic support. When traditional in-person therapy isn’t readily accessible or when children need supplemental tools to build emotional resilience, innovative digital interventions can provide crucial support. 

Digital tools to reduce anxiety and empower children 
Magellan Healthcare’s Digital Emotional Wellbeing program, powered by NeuroFlow, is a core component of our Employee Assistance Program. The programs, ThinkHeroTM (ages 6-12 years) and ThinkWarriorTM (ages 13-17 years), offer age-appropriate, interactive digital cognitive behavioral therapy (CBT) programs designed to address anxiety and depression in children and teens. 

Developed with a clinical psychologist specializing in pediatric CBT, these programs provide adventure-based, interactive narratives that help children: 

• Recognize and change unhelpful thought patterns 

• Practice situations they would normally avoid 

• Build lifelong skills to manage anxiety 

• Develop inner strength and self-empowerment 

Participants progress through nine self-directed steps, with the option to engage a supportive adult to provide encouragement and reinforce progress. The programs are confidential and accessible anywhere, on any device.

Proven impact of Magellan’s programs 

These results show that structured digital interventions can meaningfully improve emotional wellbeing for children and teens, offering a measurable ROI for employers who provide access to these resources. 

Why employers should offer Magellan’s EAP with Digital Emotional Wellbeing Programs
Supporting employees’ families goes beyond childcare, it directly impacts workplace performance. With Magellan’s EAP, employers can: 

• Help working parents manage their stress and support their children’s mental health 

• Reduce stress-related absenteeism and improve productivity 

• Enhance employee satisfaction, retention and engagement 

• Promote a culture of wellbeing and resilience across the organization 

Bullying can’t always be prevented, but with the right support systems, children can build resilience, parents can feel empowered, and employers can benefit from a healthier, more productive workforce.  

Learn how Magellan Healthcare can support your employees and their families with digital emotional wellbeing programs. 

Sources: American Psychological Association and Harvard Business Review  

When tragedy strikes the workplace – whether it’s a sudden accident, natural disaster, act of violence, or a major organizational upheaval – the impact on your people can be profound and far-reaching. Events like these can shake their sense of safety and stability, leading to emotional and psychological effects that may linger long after the initial crisis has passed. 

At Magellan Healthcare, we understand how critical it is for organizations to respond quickly, compassionately, and effectively during these challenging times. That’s why our Critical Incident Response (CIR) services, part of our Employee Assistance Program (EAP), support organizations and employees through their most difficult moments. 

Why Crisis Support Matters 

During and after a crisis, employees often experience a range of emotional responses such as shock, fear, guilt, anxiety, confusion and denial. These reactions are normal; however, without proper support, they can escalate into long-term stress and decreased workplace performance. In fact, 61% of employees report significant stress during times of crisis, which can lead to a 33% drop in productivity. If unaddressed, the ripple effects of a crisis may contribute to absenteeism, turnover and reduced morale. 

By providing timely, expert support through CIR services, organizations can protect their employees’ mental health while promoting a faster recovery and return to productivity. 

Magellan’s CIR team comprises licensed behavioral health professionals who average 17 years of experience in trauma response. They are available 24/7, 365 days a year to guide organizations and employees through their most vulnerable moments with professionalism, empathy and skill. 

Our services are tailored to each organization’s specific needs and may include: 

• Psychological First Aid  

• Management consultation and coaching 

• Group and individual debriefings (onsite or virtual) 

• Telephonic crisis support 

Whether an incident affects one individual or an entire department, our CIR team conducts an initial consultation to understand the situation and develop a customized response plan. Support can be deployed quickly, with virtual or onsite services available within hours. 

Beyond the First Response 

Crises are not resolved in a single day; recovery often takes time. Magellan continues to support organizations beyond the immediate response. Our clinicians follow up with the organization in the days and weeks following the incident to assess recovery, recommend additional resources and ensure employees are coping well. This ongoing support helps organizations show care for their employees, build trust and prevent long-term impacts such as burnout or disengagement. 

The Power of Skilled Support 

With more than 3,000 responses per year, Magellan’s CIR team has built a reputation for excellence. Our clients consistently tell us that this service made a real difference for their teams. Employees feel supported, heard and reassured during moments of crisis. 

A crisis can change everything. With the right support in place, your organization can help employees recover and move forward. Learn more about how Magellan’s CIR services can make a meaningful difference during times of need. 

Sources: 
American Psychological Association. 

International Journal of Emergency Mental Health and Human Resilience. 

Every employer wants their workforce to be fully engaged and productive. Yet a growing challenge undermines this goal: presenteeism, where employees are physically present but mentally distracted by personal responsibilities that drain their focus and energy.

The numbers reveal the scope of this challenge. Research from Harvard Business Review shows employees spend 41% of their time on discretionary activities that add little value and could be delegated to others. Meanwhile, the juggling act of modern life—coordinating childcare, managing elderly parent care, and handling household responsibilities while working from home—creates a perfect storm of workplace distraction.

The impact on working family caregivers is particularly striking. More than 23% report either missing work or struggling with reduced performance due to caregiving responsibilities. For those affected, caregiving can reduce work productivity by approximately one-third, translating to an estimated $5,600 per employee when annualized across all employed caregivers. This productivity loss primarily stems from the stress and fatigue that employees bring into their workday.

A Strategic Solution Emerges

Forward-thinking employers are addressing this challenge head-on with practical support systems. Magellan Healthcare’s EAP with Care Membership offers employees unlimited access to the world’s largest network of service providers, streamlining the process of finding and booking both short-term and long-term care for their loved ones.

This employer-paid benefit eliminates the hours employees typically spend searching for reliable caregiving support and household assistance. Instead of scrolling through endless online listings or making countless phone calls during work hours, employees can quickly access vetted professionals through a comprehensive platform.

The Care Membership service spans a full spectrum of family needs, including childcare providers, senior and disability caregivers, respite care, babysitters, housekeepers, errand services, tutors, and pet care professionals—all accessible via a website and mobile app.

Streamlined Process, Verified Results

The platform prioritizes both convenience and safety. Employees can search for qualified providers by location and filter results based on hourly rates, availability, experience levels, and specific qualifications. Every caregiver undergoes background screening before joining the platform, with additional background checks and safety resources available for employees who want extra assurance. There are referral specialists to help employees find the best candidates for their specific needs. Once employees find the right provider, they can easily arrange services and payment through the platform.

The Business Case for Care Support

The Care Membership program demonstrates an employer’s genuine commitment to work-life balance, moving beyond surface-level benefits to address real challenges employees face daily.

With this support system in place, stress-related absenteeism decreases when employees know their family responsibilities are professionally managed. Presenteeism diminishes as mental bandwidth previously consumed by caregiving coordination becomes available for work tasks.

Employee retention improves when workers feel truly supported in managing their complex lives.

When employees trust that their loved ones are in capable hands, they can fully invest their mental energy in their professional responsibilities. This creates a positive cycle where reduced stress leads to improved performance, reinforcing the value of the support system.

Investing in Care Membership represents more than just an employee benefit—it is a strategic decision that strengthens the entire workforce’s capacity to perform at its best. In today’s competitive talent market, this kind of meaningful support can differentiate employers who genuinely understand the realities of modern working life.

Learn more about Care Membership through Magellan’s EAP here.

Source:

• Fakeye, Samuel, Drabo, Bandeen-Roche and Wolff. (2022). “Caregiving-Related Work Productivity Loss among Employed Family and other Unpaid Caregivers of Older Adults.”

When employees decide to seek help for life’s challenges through their Employee Assistance Program (“EAP”), accessibility and convenience become crucial factors in whether they follow through. Traditional barriers—including scheduling difficulties, travel constraints and privacy concerns—often prevent people from accessing the support they need.

Magellan Healthcare’s EAP provides five different ways to access counseling: in-person, video, phone, text messaging and live chat.

This multi-modal strategy recognizes people with different comfort levels, scheduling constraints, geographic limitations and communication preferences when seeking help. By meeting individuals where they are—whether they prefer the personal connection of face-to-face sessions, the convenience of video calls or the immediate back-and-forth of live chat—organizations help remove critical barriers to entry for EAP services.

This flexibility increases initial engagement and improves ongoing participation, as individuals can seamlessly transition between modalities as their needs evolve or circumstances change. The result is an inclusive, accessible mental health support ecosystem that serves employees and their families more effectively, ultimately leading to better individual outcomes and greater value for the organization.

Offering multiple counseling modalities delivers several key business benefits:

• Increased utilization rates: When employees can access services on their terms, program participation rises by an average of 31% (Journal of Occupational Health Psychology, 2023)
• Reduced barriers to entry: 67% of employees who would not pursue traditional therapy report a willingness to use digital mental health services (Harvard Business Review, 2024).
• Enhanced productivity: Access to appropriate mental health support can recover up to 27 productive workdays per employee annually (American Psychological Association, 2024)

For organizations EAP support is not just a benefit—it is a strategic investment with measurable returns. By offering multiple pathways to mental wellness, employers demonstrate commitment to their workforce while protecting their bottom line.

Magellan Healthcare focuses on connecting employees and their families to services that are accessible, responsive and holistic—and helping businesses build the healthy, engaged workforce they need to thrive.

Ready to learn how comprehensive mental health support can benefit your organization? Visit MagellanHealthcare.com/Employers.

In today’s workplace environment, employee mental health has emerged as a critical factor affecting organizational performance and success. Digital mental health platforms are increasingly being adopted as effective tools to support employee wellbeing while simultaneously improving business outcomes. Magellan Healthcare’s Digital Emotional Wellbeing Program, powered by NeuroFlow, is a core component of our Employee Assistance Program and a strategic solution that transforms mental health support from a cost center into a productivity driver.

Understanding the Business Impact of Mental Health Challenges

Recent research has revealed the significant economic implications of mental health issues in the workplace:

• The World Health Organization estimates that depression and anxiety cost the global economy approximately $1 trillion annually in lost productivity (2022)
• Employees working while struggling mentally (presenteeism) experience an average 8% productivity decline (Journal of Occupational and Environmental Medicine, 2023)
• Healthcare costs for employees with untreated mental health conditions are typically 20% higher (Milliman Research Report, 2020)
• Employee turnover related to burnout and mental health issues costs organizations an estimated $3,000 per employee annually (SHRM/Kronos Study, 2021)

How Digital Mental Health Solutions Are Addressing These Challenges Head-On

Modern digital mental health solutions deliver value across multiple dimensions:

1. Healthcare Cost Reduction – Digital tools that help employees track mood, sleep patterns and pain levels while building coping skills can identify mental health concerns before they escalate. The American Journal of Managed Care has found that early digital interventions can reduce overall healthcare costs by 15-23%.
2. Productivity Improvements – Access to evidence-based relaxation techniques, breathing exercises, and stress management tools directly translates to improved performance and reduced absenteeism. A 2023 Deloitte analysis revealed that companies investing in digital mental health resources saw a $4.20 return for every dollar spent through productivity enhancements.
3. Talent Attraction and Retention Benefits – In today’s competitive labor market, organizations that demonstrate commitment to employee wellbeing gain an edge in recruiting and retaining valuable talent. According to Gallup’s 2023 State of the Global Workplace report, 61% of employees consider mental health benefits “very important” when evaluating job opportunities.
4. Privacy and Accessibility Considerations – Effective digital mental health platforms should be HIPAA-compliant and accessible via multiple channels, ensuring all employees can benefit regardless of technology access. Strong confidentiality measures should protect sensitive health information while still providing organizational leaders with anonymized, aggregate insights.

A Strategic Business Decision

Mental health initiatives aren’t simply about compliance or expanding employee benefits—they represent strategic investments that directly impact operational excellence, innovation capacity and organizational resilience.

Investing in digital emotional wellbeing empowers employees to manage stress, build resilience and improve overall mental health—leading to a healthier, more productive workforce. Magellan Healthcare’s Digital Emotional Wellbeing Program, powered by NeuroFlow, offers accessible, evidence-based tools such as digital cognitive behavioral therapy (DCBT), mindfulness techniques and behavior tracking to support employees anytime, anywhere.

With proactive engagement features like gamification, rewards and automated check-ins, employees stay actively involved in their wellbeing journey. Employers also benefit from enterprise-level reporting that highlights workforce wellbeing trends while maintaining confidentiality. Prioritizing emotional wellbeing not only enhances workplace culture but also drives long-term business success.

By implementing comprehensive digital mental health solutions, organizations aren’t just supporting employee wellbeing—they’re making evidence-based investments in their company’s performance and long-term success.

Learn more about Magellan Employer Solutions.

Sources:

• World Health Organization. (2022). Mental Health and Work: Impact, Issues and Good Practices.
• Hemp, P. (2023). “Presenteeism: At Work—But Out of It.” Journal of Occupational and Environmental Medicine, 65(3), 252-263.
• Milliman Research Report. (2020). “How do individuals with behavioral health conditions contribute to physical healthcare costs?”
• Society for Human Resource Management & Kronos. (2021). “Employee Burnout: Causes and Cures.”
• Mordecai, D., et al. (2021). “Digital Mental Health Interventions: Cost-Effectiveness Analysis.” American Journal of Managed Care, 27(5), 196-203.
• Deloitte UK. (2023). “Mental health and employers: The case for investment – pandemic and beyond.”
• Gallup. (2023). “State of the Global Workplace: 2023 Report.”

Employees spend a significant amount of time at work. When they struggle with personal or professional challenges, their performance, engagement and overall wellbeing can suffer, directly impacting an organization’s success. Organizations that provide counseling services can create a more resilient, productive and healthy workplace.

The business case for employee counseling

When employees have access to mental health support, organizations typically experience:

• Reduced absenteeism and increased presenteeism.
• Improved workplace productivity.
• Enhanced employee retention.
• Stronger team dynamics.
• Lower healthcare costs.
• Increased employee engagement.
• Better workplace morale.

Counseling can transform lives

Counseling services, such as those provided by Magellan Healthcare, offer employees practical support, education and guidance on various issues. Common challenges include work-related stress and burnout, anxiety and depression, team conflicts, relationship issues, work-life balance struggles, family and parenting difficulties, grief and loss, substance use concerns and sleep problems impacting productivity.

Flexible solutions for today’s workplace

Counseling helps individuals understand challenging issues, learn more about themselves, learn more about how to develop and maintain healthy relationships, develop better coping skills and work toward meaningful solutions. It is essential to offer a variety of convenient formats. Magellan Healthcare’s counseling services are available in-person (i.e., in the client’s local area) or through virtual therapy (provided by BetterHelp) and can be accessed in the following formats:

• Live video sessions – times are scheduled with therapists, and include voice and video.
• Text messaging – therapists provide feedback, insights and guidance based on client messages submitted.
• Live chat – provides the convenience and privacy of messaging but in a “live” interaction that allows instant response and feedback from counselors.
• Live phone sessions – times are scheduled between members and counselors to talk about issues needing attention.

This flexibility ensures that employees can access support without disrupting their work schedules or compromising their privacy.

The path forward

Investing in employee mental health through counseling services demonstrates a commitment to workforce wellbeing. At Magellan Healthcare, we support employees and their household members by providing access to counseling that helps maintain mental health, manage work-related challenges and perform at their best.

Learn more about Magellan Employer Solutions.