Supporting Mental Health in the Workplace During COVID-19

Supporting Mental Health in the Workplace During COVID-19

Supporting mental health in the workplace. New research highlights how employees are struggling during the coronavirus pandemic and how employers can better support mental health.

May is Mental Health Awareness Month and the coronavirus pandemic has left almost everyone feeling anxious and stressed out about the future.

Nearly 1 in 4 feel employees report feeling down, depressed or hopeless often and over 40 percent feel burnt out, drained, or exhausted from their work, according to research by the Society for Human Resource Management (SHRM). Almost 40 percent of them haven’t done anything to cope with these feelings and only 7 percent have reached out to a mental health professional. 

“It’s a timely reminder that there’s more to this crisis than new cases and economic costs,” said SHRM President and CEO, Johnny C. Taylor, Jr., SHRM-SCP. “COVID-19 is taking a toll on our minds and emotions in a million little ways. Now, more than ever, employers should double down against stigmas and guarantee employees know of the resources, benefits, and accommodations available.”  

Supporting Mental Health in the Workplace During COVID-19

The first step to supporting employee mental health is acknowledging it directly. Harvard Business Review found it shocking that 40 percent of employers hadn’t asked employees how they’re doing since the pandemic began. They suspect it’s because employers want to respect the privacy of their employees, but 40 percent of employees want their manager to be the one to broach the subject of mental health.

Letting employees know you’re aware of the mental and emotional challenges they’re facing during the coronavirus pandemic starts to wear down the stigma that there’s something wrong with being depressed, anxious, or struggling with mental health. It’ll make them feel more supported and they’ll be more likely to reach out and ask for help if they’re having a hard time. 

When an employee opens up about something they’re struggling with it’s important to listen before reacting. Then, remind them of the mental health resources your organization has available and follow up with them in the next few weeks to see how they’re doing. 

Nearly 60 percent of employees struggling with mental health said their employer doesn’t offer mental health programs that meet their needs, or that the programs they do offer are too difficult to access or understand, according to a survey by MetLife. 

Reassess your organization’s mental health benefits offerings, observe usage rates and if they’re low, determine if it’s an issue of benefits communications or if the benefits themselves don’t fit the needs of workers. But first, if you haven’t already, ask your employees how they’re doing as the coronavirus pandemic continues. 

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Support Workers with Better Employee Benefits in 2020

Support Workers with Better Employee Benefits in 2020

Support workers with better employee benefits in 2020. Targeting the four key aspects of employee wellness to build a better employee benefits package.

There are four key aspects to overall wellness: mental, physical, financial and social. Employees who score well across the board are more likely to be loyal, engaged and productive, according to the latest employee benefits research by MetLife.

“Now more than ever, it’s critical to understand employees’ needs,” said, Todd Katz executive vice president, Group Benefits, MetLife. “In this time of crisis and beyond, providing a mix of benefits and programs can help mitigate stress, improve employees’ holistic well-being and support them when they need it most – which in turn can help bolster engagement and loyalty from the workforce.”

Support Workers with Better Employee Benefits in 2020

The coronavirus pandemic continues to reshape the working world challenging businesses everywhere to adapt to the new normal. Strategizing how employee benefits can better support workers in a time of crisis is a must. 

This year, MetLife’s 18th annual U.S. Employee Benefits Trends Report considers how resilient employees are when faced with uncertainty and then looks at the important role employee benefits plays in the overall wellness of workers, identifying the perks and programs that matter most.

Financial Wellness Programs

More than half of U.S. employees told MetLife their biggest concern in the wake of the novel coronavirus is their financial health. According to a survey by Freedom Debt Relief:

  • 41 percent of employees are worried about being able to afford to feed themselves and their families.
  • 41 percent report are struggling to make their rent or mortgage payments.
  • 37 percent will miss payments on some bills in the next six months. 
  • 35 percent will use credit cards to pay for groceries.

Over 60 percent of employees say the $1,200 pandemic relief check they received as a part of the CARES Act will not be enough to get through the current economy.

“The coronavirus is clearly contributing to employees’ overall stress, especially as it relates to their financial well-being,” said Katz. “It should come as no surprise that this is particularly true among those with incomes below $50,000, and those in healthcare. Across industries, employers have an opportunity to be a source of support for employees facing unprecedented challenges by offering tools and resources to address their immediate concerns.”

Nearly 80 percent of workers with access to financial wellness programs told MetLife they’re satisfied with the employee benefits their employer offers. 

The best financial wellness programs, like Best Money Moves, are gamified and harness machine learning to guide employees to the resources they need most. If you want to learn more about how Best Money Moves can bring financial wellness to your company download our whitepapers and sign up for a demonstration here.

Mental Health Benefits

Close to 60 percent of employees struggling with mental health said their employer doesn’t offer mental health programs that meet their needs, or that the programs they do offer are too difficult to access or understand. Effective mental health programs can help ease stress, anxiety and depression that can fuel burnout and disengagement at work. 

Flexibility 

There was a trend towards flexible work arrangements long before the coronavirus pandemic began. Now, flexibility has shifted from being a highly sought after perk to a crucial necessity to maintain operations and accommodate workers. 

Assigning reasonable workloads, offering flexible work hours or arrangements and providing sufficient time to address personal needs can mitigate stress, burnout and depression. At the same time, MetLife finds these practices are also top drivers of productivity, engagement and loyalty. 

Over 80 percent of employees believe their employers have a responsibility to address their health and well-being. Employers can leverage the right mix of benefits, perks and programs to better support employees and in turn boost engagement, job satisfaction and retention.

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Returning to Work After COVID-19

Returning to Work After COVID-19

Returning to work after COVID-19. Precautions employers should take to protect workers and limit the spread of the coronavirus at work.

Returning to work after the COVID-19 pandemic is going to be a challenge. Without a vaccine available, precautions to limit the spread of the coronavirus at work must be put in place.

Employers will have to systematically disinfect the workplace, adjust the space to allow for social distancing and create a process for responding to employees showing signs of illness in order to create a safe work environment.

Returning to Work After COVID-19

The CDC has released guidelines for employers to follow to limit the spread of the coronavirus in the workplace with three primary goals:

  1. Reduce transmission between employees
  2. Maintain healthy business operations
  3. Maintain a healthy work environment

Reducing Transmission Between Employees

The Occupational Safety and Health Administration (OSHA) has released guidance on preparing workplaces for COVID-19 with information on how to protect workers from potential exposures. The CDC recommends employers also educate employees on how they can reduce the spread of COVID-19 by taking steps to protect themselves, learning what to do if they get sick and using effective disinfectants.

Maintaining Healthy Business Operations

These are the strategies the CDC recommends for maintaining healthy business operations during the COVID-19 pandemic:

  • Identify a workplace coordinator who will be responsible for COVID-19 issues.
  • Implement flexible sick leave and supportive policies and practices.
  • Assess essential functions. 
  • Determine how the business will operate if absenteeism spikes.
  • Establish policies and practices for social distancing.

Maintaining a Healthy Work Environment

In order to maintain a healthy work environment after returning to work, the CDC suggests:

  • Improving the engineering controls using the building ventilation system to increase ventilation rates or increase the percentage of outdoor air that circulates into the system.
  • Support respiratory etiquette and hand hygiene for employees, customers and worksite visitors. 
  • Perform routine environmental cleaning and disinfection.
  • Perform enhanced cleaning and disinfection after persons suspected or confirmed to have COVID-19 have been in the facility.
  • Take care when attending meetings and gatherings.

Read the CDC guidelines in full for more detailed information on how to implement these strategies in your workplace. 

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How Soon Will I Get My Stimulus Check?

How Soon Will I Get My Stimulus Check?

How soon will I get my stimulus check? How the IRS plans to send out stimulus checks from the CARES Act and when you can expect to get yours.

Much of the American economy has moved online as the country makes an effort to curb the spread of the Coronavirus/COVID-19 pandemic, and the abrupt shift to the internet has left millions of people either unemployed or forced to adjust to an unfamiliar normal. Fortunately, the federal government recently passed legislation that will send some short-term financial relief to those in need.  

As a result of the $2 trillion Coronavirus Aid, Relief, and Economic Security Act (CARES Act) passed in late March by Congress, a majority of adults across the country will receive a one-time stimulus check of $1,200, though the exact amount depends on a person’s income. Married couples without kids making below a specific amount will get a total of $2,400, and those with kids will receive an extra $500 for every eligible child age 16 or under. To get a check, you do not need to apply.   

Now that the legislation has passed and the government is gearing up to turn this program from a hypothetical into a reality, the main thing people want to know: How soon will I get my money? The quick answer — it’s complicated. 

How Soon Will I Get My Stimulus Check?

What You Need to Qualify for a Coronavirus/COVID-19 $1,200 Check

Before we detail when your check from the Internal Revenue Service will arrive, you need to understand how much you’ll be receiving, if any at all. 

The IRS will determine if you’re qualified for the check by using your 2019 tax return. If you have yet to complete your 2019 taxes, the I.R.S. will use your 2018 return. If you have yet to file that, you can give the agency a 2019 Social Security statement showing your income. 

You will receive the full $1,200 amount if you are a single adult with a Social Security number and your income is $75,000 or less. The threshold to receive the full $2,400 for married couples filing joint returns is $150,000. In addition to the $2,400, married couples will also receive $500 for every eligible child. 

The stimulus check is reduced by $5 for each $100 above the $75,000/$150,000 thresholds. If you are a single filer making over $99,000 or a joint filer with an income exceeding $198,000, you are not qualified for a stimulus check. 

Unfortunately, if you are claimed by your parents as a dependent (which includes many high-school and college-aged people), you are also ineligible for a stimulus payment. 

How Soon Will You Receive Your $1,200?

The exact date you’ll receive your check depends on your situation, but the IRS has already started to send electronic payments to millions of people across the country. 

How quickly you’ll get that money primarily depends on how you filed your taxes. Electronic payments can be quickly sent out by the IRS, but other methods require the agency to print and distribute paper checks, which adds extra time to the process. 

To find information about your specific check, the IRS has released an online tool enabling you to track exactly when you’ll get it. To track your stimulus check, you’ll have to input your social security number, your birthday, your address and your zip code — provided you filed your 2019 or 2018 tax return. If you are a qualified non-filer, there are extra links on the IRS’s website to input your information so you can still get your money. 

On April 2, Treasury Secretary Steve Mnuchin said qualified Americans who have signed up for direct deposit payments should get them within two weeks, a process which is currently ongoing. A spokesperson for the Treasury Department expects 50 million to 70 million Americans to get their money via direct deposit by April 15, according to The Washington Post. 

What If I Didn’t Sign Up for Direct Deposit?

However, if you need a paper check and didn’t sign up for direct deposit, you might have to wait for a bit. $30 million in paper checks for millions of people across the country won’t begin being distributed until April 24 or longer because the government doesn’t have their banking information. 

Paper checks will reportedly be sent to lowest-income Americans first, beginning on April 24 with individual taxpayers that make $10,000 or less, per to an internal IRS plan obtained by The Washington Post. After that, checks will be sent to people earning $20,000 or less, sent in the mail May 1, followed by stimulus payments for people with incomes of $30,000 on May 8, $40,000 on May 15, and continuing in increments of $10,000 weekly. 

Under the proposal, this process will keep going until paper checks are sent out on Sept. 4 to joint taxpayers making the maximum that are still qualified for a stimulus payment. All other paper checks will be sent out on Sept. 11, primarily to those the I.R.S. did not have prior tax information about. The IRS plans to distribute roughly 5 million checks each week.

For more information on your specific situation, please visit the IRS’s coronavirus stimulus payment resource center, linked here. We will update this article as the situation evolves and the payment process begins. 

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Coronavirus: Financial Stress Statistics 2020

Coronavirus: Financial Stress Statistics 2020

Coronavirus: financial stress statistics 2020. Recent research focuses on how COVID-19 has negatively impacted personal finances in the U.S.

The coronavirus continues to spread across the U.S. but over 40 percent of Americans are more worried about losing their jobs and making rent than they are about getting sick. 

With the economy at a standstill, financial stress is at an all-time high. Recent surveys have asked Americans to open up about the impact the pandemic has had on their finances. 

Coronavirus: Financial Stress Statistics 2020

How Has the Coronavirus Impacted Financial Stress?

According to research by Freedom Debt Relief:

  • 27 percent of Americans have already experienced a furlough, layoff or job loss because of the pandemic.
  • 56 percent of Americans are concerned about being able to afford to feed themselves and their families.
  • 45 percent are struggling to make their rent or mortgage payments and 36 percent say they are likely to miss a payment in the next six months.
  • 38 percent say they will miss a utility payment within the next six months.
  • 30 percent are likely to miss their health insurance premium or a student loan payment in the next six months.
  • 36 percent anticipate carrying a balance on their credit card for groceries.
  • 21 percent anticipate carrying a balance on their credit card for utilities.
  • 18 percent anticipate carrying a balance on their credit card for TV/Internet.

How Do Americans Plan to Spend Their Check from the CARES Act?

According to research by Crediful:

  • 47 percent plan to spend their stimulus check on groceries.
  • 46 percent plan to spend it on utilities.
  • 42 percent plan to put it in savings.
  • 28 percent plan to spend it on their rent or mortgage.
  • 26 percent plan to spend it on their credit card debt.
  • 16 percent plan to spend it on toiletries
  • 13 percent plan to spend it on health or medical supplies.
  • 10 percent plan to spend it on stocks and investments.
  • 9 percent plan to spend it on student loan debt
  • 7 percent plan to spend it on clothing.

We want to help employees access top quality financial information during this tough time. That’s why we’re offering three months of access to Best Money Moves, our premier financial wellness platform, for free.*

*This offer is available only to companies that are not already customers of Best Money Moves. This offer may be rescinded at any time. Contact sales@bestmoneymoves.com for details or set up a demo here

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