Making Mental Health a Workplace Priority
May 1, 2025
Making Mental Health a Workplace Priority

May is Mental Health Awareness Month, and it's a great time to reflect on the mental well-being of your team. As awareness about the importance of mental health continues to grow, many employers are seeking ways to support their employees. It’s crucial to recognize that mental health plays a significant role in an employee's overall performance, job satisfaction, and well-being.


In the U.S., 76% of workers report experiencing at least one symptom of a mental health condition, and 81% say they’ll seek workplaces that prioritize mental health, according to the World Health Organization (WHO). Despite these numbers, many workers are hesitant to discuss mental health struggles, particularly when it comes to the workplace. As employers, it’s important to foster an environment where employees feel supported and understood.


Here are some impactful ways to support mental health in your workplace, including a few creative strategies you may not have considered:


Encourage Regular Mental Health Breaks and Downtime

Everyone needs a moment to breathe, and it's important that employees feel they can step back when necessary to recharge. This might mean taking a short break or an afternoon off to reset mentally. Allowing employees to work at a more manageable pace when needed can help prevent burnout and chronic stress. When employees feel supported in prioritizing their mental health, they’re more likely to remain productive, engaged, and loyal over time.


You can also encourage employees to take "mental health breaks" throughout the workday. These breaks can be as simple as setting reminders for short pauses to breathe, stretch, or step outside for a brief walk. These moments help employees clear their minds, reduce stress, and return to work more focused. It’s important to create a culture where taking breaks isn’t only accepted but encouraged, especially during stressful periods. By prioritizing both scheduled downtime and spontaneous breaks, you’ll help your employees maintain their mental well-being, leading to a more balanced and productive work environment.


Offer Paid Time Off, Mental Health Benefits, and Flexible Schedules

Offering paid time off and mental health benefits is not just about reducing financial barriers for employees—it’s about making mental health care more accessible. In many cases, employees may delay seeking help simply because they can’t afford to lose work hours or pay. Flexible schedules can also enable employees to attend therapy or make time for other mental health treatments that help them stay well. When employees know they have access to these resources, they’re more likely to seek help proactively rather than suffering in silence. This not only aids in their overall well-being but can prevent bigger issues from arising down the road, benefiting both the employee and the business.


Provide an Employee Assistance Program (EAP)

An Employee Assistance Program (EAP) provides employees with confidential access to professional resources for a variety of personal and mental health challenges. The beauty of EAPs is that they offer employees expert help without the stigma of speaking out at work. Offering an EAP ensures that employees can reach out for assistance on issues like stress, anxiety, addiction, or personal relationships—without fear of judgment or consequences.


At Simco, we provide an EAP through our  HR advisory component to businesses, giving employees a safe space to get the support they need, which ultimately leads to better employee engagement and a healthier workforce.


Make Reasonable Accommodations

When an employee requests accommodations for a mental health condition, it’s important to handle the situation with care and understanding. Engaging in an open and respectful conversation to explore how you can adjust the work environment, expectations, or hours shows empathy and commitment to their well-being. For example, an employee struggling with anxiety may request flexible hours to avoid rush hour, or someone with depression may benefit from a quieter, more isolated workspace. By providing reasonable accommodations, you not only comply with the law but also create an inclusive environment where everyone can thrive regardless of their mental health challenges.


Create Digital Spaces for Friendships to Grow

Loneliness, especially in remote or hybrid work environments, can exacerbate feelings of isolation and stress. While it’s easy to assume that working from home or in digital spaces means less connection, the opposite is often true. Employees can feel more isolated and disconnected than ever. One effective way to mitigate this is by creating virtual spaces dedicated to casual, non-work-related conversations. Encouraging employees to use virtual platforms for socializing or setting up fun, interactive events like digital coffee breaks or team trivia games can create a sense of camaraderie. In a remote setting, human connection doesn’t have to be lost—it can be enhanced by making it a priority through digital spaces.


Promote Good Mental (and Physical) Health

Supporting employees’ mental health means supporting their overall well-being. You can encourage mental health by promoting healthy habits such as mindfulness, yoga, or even simply taking a walk during breaks. These activities not only relieve stress but can also increase focus and energy levels. Employers can organize weekly wellness programs, invite yoga instructors, or even provide access to apps that promote mental well-being. When employees see that their workplace is invested in their physical and mental health, they’re more likely to reciprocate with increased engagement, satisfaction, and productivity.


Normalize Conversations About Mental Health

Creating a culture where employees feel safe to speak openly about mental health is crucial. It’s not just about providing resources; it’s about creating an environment where it’s okay to ask for help. Encourage managers and leaders to lead by example—when leaders are transparent about their own mental health or well-being, it opens the door for others to do the same. This can be achieved through regular conversations, check-ins, and creating a space where mental health is normalized as part of a healthy workplace culture. Reducing the stigma around mental health ensures that employees don’t fear discrimination or judgment when discussing their struggles.


Leverage Additional Resources

There’s a wealth of resources available to businesses and employees. The U.S. Substance Abuse and Mental Health Services Administration provides virtual recovery resources, while the U.S. Surgeon General’s framework for workplace mental health offers actionable guidelines to improve mental well-being in the workplace. Beyond government resources, partnering with mental health organizations or consulting with benefits brokers can help you enhance your offerings.


At Simco, we support businesses with expert advisory services to help design  employee benefits packages that prioritize mental health support, ensuring that employees have access to the right care at the right time.


Support Remote Employees by Encouraging Time Outside the Home

Remote work can offer flexibility, but it can also lead to feelings of isolation, especially for employees who lack social interaction with coworkers and spend long hours in the same environment. One way to combat this is by encouraging employees to occasionally work outside of their homes, whether at a local café, co-working space, or a public library. Changing the scenery not only helps break up the monotony but also allows employees to interact with different environments, which can boost creativity and reduce feelings of isolation. Employers can even offer stipends or reimbursements for working in co-working spaces or coffee shops to help facilitate this.


It’s important to remind remote employees that stepping outside the confines of home can be a helpful way to recharge, meet new people, and foster a sense of connection with the world beyond their screens. This small change can make a significant difference in mental health, improving both mood and productivity.


Key Takeaways

Investing in mental health benefits doesn’t just support your team. It also enhances productivity and creates a positive, inclusive company culture. Taking steps to support mental health in the workplace shows your employees that they are valued and cared for, leading to a happier and healthier workforce.


When mental health is integrated into your workplace strategy—not as an afterthought, but as a core focus—you create the conditions for long-term success, fueled by healthier, more focused, and more fulfilled employees.

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The Hidden Costs of Fragmented Workforce Management Vendors

September 2, 2025
Many businesses rely on multiple vendors to manage critical functions such as HR, payroll/HCM, benefits, commercial insurance, and retirement plans. While outsourcing can provide specialized expertise in each area, using separate providers often creates hidden costs that can quietly undermine efficiency, accuracy, and employee satisfaction. Here’s why integration matters, and how a consolidated approach can save time, reduce risk, and improve the employee experience. 1. Increased Administrative Burden When each service is managed by a separate vendor, administrative work multiplies. Employees and HR teams may spend extra hours logging into different systems to process payroll, submit benefits updates, or manage compliance tasks. Reconciling employee information across multiple portals and coordinating communications between vendors creates unnecessary complexity, which can distract your team from strategic priorities. 2. Higher Risk of Errors and Compliance Issues Fragmentation can increase the likelihood of costly mistakes. Payroll errors, mismanaged retirement contributions, and insurance coverage gaps often occur when systems do not communicate effectively. A single misalignment can have a ripple effect: Incorrect payroll deductions Late or missing retirement contributions Gaps in insurance coverage or compliance violations With multiple vendors, the risk of these errors and their consequences rises. 3. Limited Visibility and Reporting When each service lives in its own system, it’s hard to get a complete picture of your workforce. Without centralized reporting, many businesses struggle to: Analyze labor costs or benefits spending accurately Identify compliance gaps or coverage issues Track trends in employee engagement and retention Limited visibility makes it difficult to make informed decisions and optimize operations. 4. Compounded Costs Paying multiple vendors for separate services often results in more than just the sum of their fees. Each system typically comes with its own implementation, training, and subscription costs, which can quickly add up. In addition, internal administrative hours spent managing vendor relationships, reconciling conflicting data, or troubleshooting errors create a hidden expense that is often overlooked. Businesses may also face unexpected costs when trying to integrate or transfer data between disconnected platforms, or when compliance issues arise due to misaligned processes. Over time, these scattered costs compound, reducing overall efficiency and limiting resources that could be better spent on strategic growth initiatives. 5. Frustrated Employees The impact of fragmentation extends to employees. They may face confusion about where to access benefits or payroll information, experience delays in issue resolution, or encounter inconsistent communications. This frustration can lead to disengagement, lower productivity, and higher turnover. Businesses that integrate these functions provide a smoother, more cohesive experience for employees, resulting in higher satisfaction, better engagement, and a stronger workplace culture. Why Integration Matters Integrating HR, payroll/HCM, benefits, commercial insurance, and retirement services with a single partner simplifies operations, reduces errors, improves reporting, and enhances the employee experience. Businesses that consolidate services gain: Streamlined administrative processes and reduced duplication of effort Improved accuracy and compliance through connected systems Enhanced visibility into workforce metrics and financials Cost efficiencies by eliminating overlapping fees and redundant systems A more consistent, positive experience for employees By managing these services in a unified platform, your business can focus on growth instead of juggling multiple systems and vendors. Take the Next Step If your business is managing multiple vendors for HR, payroll, benefits, insurance, and retirement, it’s time to consider a more integrated approach. Streamlining these services with a single, high-touch partner like Simco can save time, reduce risk, and create a better experience for both your team and your employees.

Strategies for Supporting Employees During the School Year

August 25, 2025
As the 2025–26 school year gets underway, many employees are navigating the dual pressures of professional responsibilities and family life. For parents of school-aged children, this can mean adjusting to new routines, handling childcare logistics, and managing the emotional ups and downs that often accompany the start of the year. For employers, this season offers an opportunity to demonstrate support and strengthen employee loyalty. Below are nine strategies businesses can adopt to help their workforce balance work and family demands more effectively. Flexible Work Options Flexibility remains one of the most powerful ways to support working parents. Allowing employees to shift their schedules, such as starting earlier or later, or offering hybrid and remote work options helps parents handle school drop-offs, pickups, and unexpected schedule changes. For example, permitting an employee to work from home two mornings a week may relieve the stress of managing transportation while ensuring business needs are still met. When employees feel trusted to manage both work and family responsibilities, engagement and productivity rise. Back-to-School Support The transition into a new school year often involves extra expenses and planning. Employers can ease this burden by organizing back-to-school supply drives, offering stipends for educational expenses, or sharing curated lists of local resources like tutoring programs or after-school care. Some businesses even host “lunch and learn” sessions on topics such as family budgeting or time management during the school year. These gestures show employees that the company understands their life outside of work and wants to help them succeed in both areas. Prioritize Mental Well-Being Back-to-school season can be stressful for the whole family, with shifting routines, homework expectations, and social adjustments. Employers can proactively support mental health by promoting counseling services, stress management programs, or mindfulness workshops. Offering access to telehealth therapy sessions or creating quiet spaces in the office for breaks can make a tangible difference. Focusing on mental well-being helps employees feel cared for and creates a healthier, more resilient workforce overall. Paid Time Off for School Activities Balancing school commitments with work obligations can be difficult without supportive policies. By providing paid time off specifically for school-related events, such as parent-teacher conferences, school plays, or volunteering opportunities, employers can reduce the guilt or anxiety parents may feel about taking time away from work. Even a few hours of school-activity leave per semester can significantly boost morale and demonstrate the company’s commitment to work-life balance. Childcare Assistance Childcare remains one of the greatest stressors for working parents. Businesses can step in by offering childcare subsidies, backup childcare arrangements for emergencies, or partnerships with local providers to secure discounted rates. Employers with larger workforces may explore on-site childcare facilities or after-school program collaborations. Even simply sharing information about community resources and vetted childcare options can make a big difference for employees struggling to find reliable solutions. Open Communication Encouraging honest, ongoing conversations between managers and employees is essential. Managers should be trained to ask about potential school-year challenges, such as altered availability during drop-off hours or the need to leave for school events, without judgment. Creating a culture where employees feel safe discussing these needs allows managers to find practical solutions, like shifting deadlines or redistributing workloads, that benefit both the employee and the organization. Employee Assistance Programs (EAPs) EAPs are often underutilized, yet they can be invaluable during the school year. These programs typically offer access to counseling, parenting support, financial planning, and more. Employers should not only remind employees that these resources exist but also explain how they can be used during this time of year. For example, highlighting financial counseling services in September, when school-related expenses spike, makes the EAP more relevant and accessible. Family-Friendly Policies Workplace policies should reflect the realities of family life. Review scheduling practices to avoid early morning or late afternoon meetings when parents are often unavailable. Consider policies that allow parents to swap shifts or trade hours with coworkers. Involving employees in creating or revising family-friendly policies ensures the solutions are practical, widely supported, and foster an inclusive culture that values everyone’s needs. Recognition Matters Acknowledging the extra effort parents put in during the school year can have a lasting impact. Recognition doesn’t have to be large-scale, a personal thank-you note, a shout-out during a team meeting, or a small gift card can go a long way toward showing appreciation. Celebrating milestones, like surviving the first week back to school, helps parents feel seen and valued, reinforcing their commitment to the company. The Bottom Line Supporting employees during the school year goes beyond providing benefits; it’s about creating an empathetic, flexible, and responsive workplace culture. By adopting these strategies, businesses not only help their employees manage family responsibilities with confidence but also foster a more engaged, loyal, and productive workforce.
Is Your Business Ready for New York’s Secure Choice Savings Program (SCSP)?

Is Your Business Ready for New York’s Secure Choice Savings Program (SCSP)?

August 22, 2025
Big changes are on the horizon for New York businesses. Soon, many employers will be required to provide retirement savings options through the state’s Secure Choice Savings Program. If your business doesn’t already offer a retirement plan, now is the time to understand the rules, prepare your payroll, and explore whet

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