As 2025 just passed the halfway mark, I find it valuable to reflect on the trends and partner insights shared over the last few months as we navigate and prioritize our efforts for the remainder of the year. So here is what we are hearing…
Mental health access continues to be a top priority for benefit leaders as they assess the effectiveness of program offerings. What has changed? Their employees increasingly expect full optionality in how they want to engage with a therapist. It is no longer in-person or virtual care – it’s BOTH – particularly as organizations revisit their own in-office guidelines. We see this in our own data where it’s a 60/40 split between these access points. We continue to ensure that our therapist network of more than 120,000 providers offer both in-person and virtual care to support these needs in the 200 countries we serve.
Employees and their families have never needed more interconnected and holistic support. Growing financial concerns, caregiving needs, and daily living stressors must be fully supported along with – not independent of –counseling and coaching. In fact, caregiving is our #1 non-clinical presenting issue today and that comes with related stressors, both financial and legal. Our ability to bring our experts together for these complex and personal situations is unmatched in the industry.
Managers are struggling and need targeted, curated, and consistent support. We have seen a 42% increase in manager training requests over the last two years and our curriculum expansion for managers, Mental Health Supporter Programs, and Empowered Leadership Coaching has never been in more demand.
Employers need our help in managing leave of absence. At ComPsych, we are also acutely aware of the connection between leave, well-being, and organizational success. Our unique ability to support individuals before, during and after leave directly impacts the success of the individual, their manager, and the organization by extension.
On a broader level, we need to continue to ensure the successes and opportunities within well-being and absence programs are effectively shared with stakeholders across the organization. Reporting on engagement, outcomes, and clear line of sight to gaps and opportunities must be constantly provided and curated for each organization. Our recently launched digital platforms and upcoming reporting dashboard enhancements serve as important tools to support this type of work.
As we move forward through 2025, let’s be sure we are challenging ourselves to evaluate where our opportunities lie and constantly ask what else can we do to anticipate and support the evolving needs of employees and their families and ignite human potential in workplaces worldwide.
