MODERN

H EA LT H

Buyer’s Guide To
Mentol Heolth Benefits:
How to select the best solution for employees & companies
LEAD WITH CUGING- As an HR or benefits leader, choosing the most
competitive benefits for your organization can be
challenging. When it comes to the most innovative
EDGE WELLNESS benefits like mental health solutions, combing through all
the options can be time-consuming.
SOLUTIONS
This guide is designed to help you choose the best
mental health solution in the marketplace. It will equip
you with the information you need to:

• Confidently decide how to invest in and

maximize mental health benefits for your
employees
• Measure the return on your benefits investment
with reliable data
• Track outcomes so you can make improvements
as needed

Keep reading to learn how to stay ahead with benefits

that boost employee wellness, retention, and
business outcomes.

GOT QUESTIONS7
If you’d like to learn more about Modern Health and how
we can support your workforce, contact us today.

GONTACT US
HEALTHY Imagine your workplace buzzing with employees who show
up feeling vibrant every day. More energized than ever,
they’re excited to resume working on that new growth
EMPLOYEES DRIVE initiative. Their creative juices are flowing. Their focus is
sharp. Innovation and productivity soar. Their radiant energy
SUSTAINABLE GROVH translates into deeper quality interactions with clients and
teammates. They take pride in their work and feel fulfilled
when they return home. They feel safe to be themselves and
realize their full potential. They’re able to relate better and
respond to challenges from a calmer and more collected
space.

These high levels of engagement are possible for

organizations who invest in their employees and create a
working environment that supports their full well—being.
And it all starts at the mental level...

AN INVESTMENT WORTH MAKING

4X
According to the World Health Organization, every $1
invested into treatment for common mental disorders can
result in a $4 return through increased health and
productivity.’

Strong and supported mental, emotional, and overall well-

being empowers employees to show up with more energy
each day. This can translate into reduced healthcare costs
as employees experience less stress (known to contribute
to a wide range of chronic conditions and illnesses°) and
are able to be more productive.
COMPANIES GAN’T Mental illness is not only common
among workers, it’s also expensive —
AFFORD TO IGNORE estimated to cost US employers $100
billion per year.° To stay ahead of
MENTAL HEALTH these costs, companies must be
proactive about providing benefits
that not only treat, but also seek to
prevent mental health challenges.

Most employees nowadays expect their

employers to support them with access to
care that includes mental health.

ACCORDING TO A 2022
STATE OF THE INDUSTRY

67%
REPORT CONDUCTED BY
FORRESTER

of employees feel it‘s their

company‘s responsibility to provide
access to mental health services.

Wellness plans that treat employees as a whole being

DOWNLOAD save organizations money by reducing absenteeism,
NOW turnover, and healthcare costs. More of the world’s
leading companies are offering these benefits than ever
before, with 90% of employers reporting that a solid
employee well-being strategy played a part in their
overall business strategy in 2021, according to Fidelity.4
This means that attracting and retaining the best talent
is nearly impossible to do without providing benefits
that take the whole person’s health into account.

For HR and people leaders that want to createa culture

of positive change in their workforce, offering mental
health benefits — beyond traditional health plans and
EAPs — is key to driving long-term business growth.
It's important to understand why traditional solutions no
longer work, and why more employers are turning to
innovative mental health solutions to meet the needs of
today’s modern workforce.

As part of the Affordable Care Act, all marketplace health

plans must cover basic mental and behavioral health
services. But these basic services often leave a large gap for
employees who don’t have clinical needs but are
experiencing less-than-optimal mental health.

What’s stress like in your industry*

New surveys by Linkedln‘s Workforce Confidence
team highlight ways that stress levels vary by industry
in the U.S.

Ind 'K of reporting work-related stress

ustr
y 84%

Arts

Healthcare 75%
Education 73%
Recreation and Travel 73%
Retail 72%
Wellness and Fitness 69%
Finance 67%
Media and Communications 66%
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 64%
65%
64%
65%
63%

GOING BEYOND
HEALTH PLANS AND
Stress, for example, is common across every industry,
EAPS affecting between 63-84% of workers (see Figure 1)’.

While stress may escalate into more significant mental

challenges, it’s not often the case that an employee’s
stress levels qualify for the clinical treatment that
these basic health plans provide. It is therefore
imperative to provide a solution that helps employees
manage stress more effectively 6efore it escalates into
levels where clinical interventions are needed.
 The modern workforce is diverse with employees coming
ORGANIZATIONAL from different cultures and identities all around the globe.
However, work environments and workplace culture can be
SUPPORT FOR DIVERSE slow to adapt to incorporate the diversity
of the workforce and move away from a culture that rewards
WORKFORCES conformity.

As a result, mony employees are left feeling like they can‘t

bring their full selves to work, detracting from their ability to
contribute to their full potential.

ACCORDING TO A MODERN HEALTH

SURVEY CONDUCTED BY
FORRESTER IN 2021

S7%
of BIPOC manager and non-manager
employees feel safe addressing life events
that will impact their ability to perform at
work with someone at their company.

DOWNLOAD NOW
 Since traditional health care plans are often inadequate
at meeting mental health needs, many companies turn
to EAP (employee assistance programs) as a
supplement. EAPs generally provide resources that
include mental health counseling and support, meant to
extend beyond the benefits of the traditional healthcare
plan.
Поскольку традиционные планы медицинского обслуживания часто не отвечают потребностям
психического здоровья, многие компании обращаются к EAP (программам помощи сотрудникам) в качестве
дополнения. EAP обычно предоставляют ресурсы, включающие консультирование и поддержку в области
психического здоровья, которые выходят за рамки преимуществ традиционного плана медицинского
обслуживания.

MANY EAPS REMAIN SEVERELY

UNDERUTILIZED, WITH
LIMITED NETWORKS
One of the biggest challenges with EAPs is their limited
networks of mental health providers. Employees are
sometimes referred to providers who may not even be
accepting new patients or accepting any form of
insurance, or who lack training or expertise in cultural
humility in order to serve a diverse workforce. With the US
of employees taking advantage of their benefits,
experiencing a shortage of therapists that6impacts an
according to SHRM.
estimated 132 million Americans, many employees may
not be able to access the care they need when they
need it most.7

EXPANDING
NEVORK AGCESS
EXPANDING
NEVORK AGCESS SLOW ACCESS TO PROVIDERS
When care is needed, employees who reach out to their
EAP may have to wait up to 90 days to find a provider
with availability. In comparison, Modern Health, for
example, allows members to access care in less than 1

LACK OF ROBUST CARE MODALITIES

Unlike leading mental health benefit solutions, EAPs
rarely offer robust care modalities that can treat and
prevent mental health challenges through different
means. Most EAPs limit care to 1:1 sessions with a
licensed therapist.We all have different mental health
needs at different points in our lives and prefer to
receive care through different modalities. Mental health
benefit solutions often provide care through modalities
such as professional coaching, self-guided digital content,
or group community sessions.

LIMITED SCOPE OF MENTAL HEALTH SUPPORT

Many times, employees’ mental health needs are not
at clinical levels and can be addressed through
education, professional coaching, group sessions, or
digital tools.
EAPs primarily offer support through therapy, lacking the
resources to provide employees with other methods of
care when they don’t need clinical help.

Sometimes we simply need a better way to cope with

stress or handle challenges at home or at work. Offering
employees the tools they need to maintain or optimize
their well—being on their own gives them flexibility and
helps prevent stressors from escalating into further mental
health challenges such as depression in the future.
 Most Traditional Health Plans and EAPs only address the
EXPANDING Improve Functioning aspect of the full spectrum of care.
Yet many employees are also on the Increasing
NEVORK AGCESS Effectiveness and Sustaining and Growing Wellness
range of the mental wellness spectrum. Click here to
watch our Founder and CEO explain the importance of
employee mental wellness across all levels of the
spectrum.

Impro Increas Sustai

e n&
ve
Effectiv Grow
functio
ning eness

According to Paychex 8, employees are finding these

tools to be most useful in their wellness plans...most of
which aren’t offered in traditional health plans or EAPs:
• Professional development plans
• Health maintenance programs
• Digital trackers for employee progress and health
• Programs to help with behavioral health or substance
disorders

Providing best-in-class benefits that support strong

retention requires an approach that goes beyond health
plans or EAPs. Employees are much more likely to stay at
companies that support their mental wellness in addition to
other traditional benefits.

higher retention amongst
employees who engaged with
Modern Health services
$S.8-5.7M
estimated total savings would
result for an employer with
10,000 employees eligible for
Modern Health

Additionally, according to a 2021 survey conducted by

Forrester and Modern Health, 73% of employees and
81% of managers indicated they would be more likely to
stay at a company that offered high-quality resources to
care for their mental health.
PRIORITIZING Psychological safety in the workplace — where
employees feel safe to voice ideas, willingly seek
feedback, provide honest feedback, collaborate, take
PSYCHOLOGICAL risks and experiment, is an essential part of employee
mental health. Organizational policies, team practices,
SAFETY IN THE and leadership behaviors should create an
environment where employees feel safe, included, and
WORKPLACE supported in their efforts to be their happiest and best
selves at work.

According to Modern Health’s report on the

importance of belonging at work, 90% of global
employees state psychological safety helps them in
improving productivity, preventing mistakes, and
being more creative at work.

EMPLOYEE RETENTION STRATEGIES FOR

ORGANIZATIONAL SUCCESS

Our ebook, Employee Retention Strategies for

Organizational Success can help you develop
organizational practices that create a safer and
healthier workplace, boost employee support, and
ultimately drive better employee retention.
8 WAYS TO EVALUATE MENTAL HEALTH BENEFIT PLANS
Here are the most important factors to consider as you shop for the best mental health benefit solution for your organization:

HIGH ENGAGEMENT THAT CAN BE MEASURED

It’s one thing to offer a great plan to employees. But if they don’t actually use the plan, the
administrative costs may outweigh the benefits the plan was meant to provide. Measuring
employee engagement is a key way to track outcomes to ensure that the plan is effective in
helping people live healthier lives.
ВЫСОКАЯ ВОВЛЕЧЕННОСТЬ, КОТОРУЮ МОЖНО ИЗМЕРИТЬ
Одно дело предложить отличный план для сотрудников. Но если они на самом деле не
используют план, административные расходы могут перевесить преимущества, которые
должен был обеспечить план. Измерение вовлеченности сотрудников — ключевой способ
отслеживания результатов, чтобы убедиться, что план эффективен и помогает людям жить
более здоровой жизнью.

QUESTIONS TO ASK A MENTAL HEALTH

SOLUTION PROVIDER:
HOW DO YOU KNOW WHAT
ENGAGEMENT RATES TO LOOK • What is the average user engagement for
FOR? your clients*

2D%
• What tools do you provide to
track employee engagement*

• How do you partner with HR or

As a benchmark, most EAP programs have
5.5% engagement, while Modern Health
achieves 20% employee engagement on
average for our clients.
benefits leaders to support employee
engagement*
• Do you provide support and guidance to
sustain employee engagement*

• How do you monitor engagement by

region for global employees*
• ВОПРОСЫ, ЧТОБЫ ЗАДАТЬ
ПСИХИЧЕСКОЕ ЗДОРОВЬЕ
• ПОСТАВЩИК РЕШЕНИЯ:
•
 • Какова средняя вовлеченность
пользователей для ваших
клиентов*
•
• Какие инструменты вы
предоставляете для отслеживания
вовлеченности сотрудников*
•
• Как вы сотрудничаете с
руководителями отдела кадров
или льготами для поддержки
вовлеченности сотрудников*
•
• Предоставляете ли вы поддержку
и рекомендации для поддержания
вовлеченности сотрудников*
•
• Как вы отслеживаете
вовлеченность сотрудников по
всему миру по регионам*
•

PROVEN CLINICAL AND PREVENTIVE OUTCOMES

To ensure that employees are receiving quality care, it’s important to track how well providers
are responding to employees’ needs. When it comes to clinical outcomes, accurate
measurement is crucial as it provides the feedback needed to improve outcomes. While there are
several clinically validated assessments for tracking psychological well-being and symptom
alleviation, the most common clinical assessments to ask about (and that Modern Heolth uses)
include WHO—5, PHQ, and GAD.
 PROVEN CLINICAL AND PREVENTIVE OUTCOMES [continued]
Making sure that employees who are doing well don’t fall into the clinical needs zone is just as
important as helping those who are already there to recover faster. For this reason, it is just as
important to track outcomes among employees who are maintaining good mental well being.
Prevention is an essential part of mental wellness as it lowers the chances of future health
complications, driving down avoidable healthcare costs.

When selecting a provider, be sure to consider health improvement rates along with how well the
solutions prevent those who are currently not at risk from getting worse.

QUESTIONS TO ASK A MENTAL HEALTH SOLUTION PROVIDER:

• What types of assessments do you use to track clinical outcomes*

• What is your history of clinical and preventative outcomes’?

• Is your solution effective in providing tools and support that prevent employees from

requiring further needs and support*

• Do you provide care for low and high acuity needs?

• How do you track progress for all members along the spectrum of clinical needs*

STRONG PROVIDER NETWORK & GLOBAL ACCESS

Along with ease of access, the quality and effectiveness of providers is imperative to
ensuring high—quality care for each employee. It is important to consider not only the
current certification and licensing status of the therapists or coaches in the plan’s
network, but also their access to ongoing training. This ensures that regardless of how
they deliver care, they’re always up to speed on the best and most culturally—sensitive
practices.

One of the ways that mental health solutions like Modern Health provides access to the best-in-
class providers is through online sessions with a qualified therapist or coach, based on the
employees’ needs and preferences. In a global world where we can’t always meet with providers
one-on-one, virtual care is often an advantageous option. This doesn’t make it any less effective
however...

Video conferencing and tele coaching has been proven to have positive effects on mental health and
workplace outcomes. In a 2020 study by Modern Heolth, 46°/ of participants who used these
virtual core methods experienced a clinically relevant improvement.’ 0
STRONG PROVIDER NETWORK & GLOBAL ACCESS [continued]
Consider whether the plan you’re choosing has guidelines to select only therapists who use
evidence—based practices or coaches who are fully certified. Also ensure that it is easy and
flexible for employees around the globe to access the providers within the solution.

Within most health plans and EAPs, scheduling a session (virtual or in—person) with a therapist or
counselor can sometimes take several days or even months. Ensure employees get help when they
need it by selecting a plan that offers quick access to providers, such as Modern Health’s track record
of providing access to a therapist or coach in less than one day.

QUESTIONS TO ASK A MENTAL HEALTH SOLUTION PROVIDER:

• How does your solution vet therapists and coaches*

• Do you have a global provider network that is well trained in cultural humility*

• What are the qualifications and training of providers* Are they certified and using evidence- based

techniques and practices*

• What is your average time to care and how quickly can members schedule their first

appointment*

• How do you support your coaches and therapists to help them stay on top of evidence—

based practices*

EASE OF SETUP AND ONGOING EMPLOYER VALUE

Adding a new benefit solution or making a switch can be a complex and time-consuming
process. When selecting a provider, be sure that they’ll be there with you every step of
the way so that the experience is smooth and seamless for you and your organizational
stakeholders.

As a new benefit solution is rolled out, it’s crucial to inform employees about the benefits they have
access to so they know how to best utilize them. Look for a partner who will provide reliable resources
that you can share with employees to allow them to make the best use of their benefits so they see
meaningful improvements in their wellness.
14 doys
Modern Heolth provides full onboording
support, executed from start to finish within
14 days, saving HR leaders time and effort
during orgonizotionolly
chaotic times such as lPOs.
 QUESTIONS TO ASK A MENTAL HEALTH SOLUTION PROVIDER:
• What kind of client support do you provide during the launch process*

• How quickly do your clients launch and does this vary by region*

• How have other clients rated the experience of launching with you*

• How do you partner with clients to deliver ongoing value*

COST-EFFECTIVE OUTCOMES FOR BETTER HEALTH

The mental health needs of employees are diverse and shift over time. While some employees
need access to clinical expertise through psychotherapy, others might be seeking guidance
on reducing stress or managing a challenging situation at home or at work. Many traditional
solutions only offer therapy, but coaching and other alternatives can prove to be just as effective
— at a fraction of the cost.

Leveraging coaching when it’s appropriate

yields similar mentol heolth outcomes to
therapy at '/ of the cost."

Modern Health keeps costs low by using an evidence—

based model called "stepped care" so that individuals are
paired with the best modality of care, therapy or otherwise,
based on their unique clinical needs.

Services that help employees maintain good mental health also help delay or prevent
progression to most costly mental health conditions down the road. This preventive care is key to
avoiding future healthcare costs.

More accessible mental health services can also reroute employees away from their doctor‘s
office, where many people go when wanting help for mental health. Seeking help from a
physician results in use of the employee’s medical benefits (and your medical spend) to address
mental health needs. By connecting employees directly to their mental health benefits, they will
be able to access resources that are more cost-conscious for the organization.
 QUESTIONS TO ASK A MENTAL HEALTH SOLUTION PROVIDER:
• How does your plan help to reduce costs for clients‘?

• Did your clients save money on behavioral health spend and overall medical spend?

• Did your clients save money on soft savings like turnover*

MADE FOR A GLOBAL AND DIVERSE WORKFORCE

The most competitive mental health benefit solutions take the diverse nature of today’s
workforce into account. Global companies have employees all over the world; it is crucial
to assess whether your mental health solution personalizes the delivery of care to meet
the needs of each employee — regardless of where they are located. This could include
taking into the account the ability to meet with global providers virtually and the platform‘s
translation into different languages.

Additionally, each individual‘s culture, values, and race may also affect the way they receive care.
When selecting a mental health solution, make sure that it is designed to provide access to
therapists and coaches who respect the diversity of our world and acknowledge individuals’ unique
experiences.

Individuals who identify as Block, Hispanic, Asian, or Native American place a high priority on having
access to providers who ore culturally skilled and similar to them.'*

QUESTIONS TO ASK A MENTAL HEALTH SOLUTION PROVIDER:

• Does your solution offer access to providers from a wide range of cultures and racial

backgrounds?

• How do you personalize care based on employees needs and preferences?

• Does your solution provide resources to support marginalized populations?

• How many languages is your mobile and desktop platform available in* How many

languages are available in your provider network*

 SOLUTIONS THAT ADDRESS THE WHOLE PERSON
Employees’ lives are composed of more than just their physical and mental health. Beyond work,
we’re all individual beings with unique desires to realize our potential and grow. To be most
effective, wellness plans must be well-rounded and comprehensive enough to take a person’s
entire being into account.

Important concepts like a sense of purpose and a feeling of belonging are now being openly
talked about at work to address the needs of a person’s whole being. These deeper needs allow
us to fully express ourselves and feel a sense of meaning and flow, both at work and in personal
life.

According to Modern Heolth’s reeort on the importance of belonging at work, 90°/ of global
employees state psychological safety helps them in improving productivity, preventing
mistakes, and being more creative at work.

Topics like financial wellness, mindfulness, and sleep, are continually coming to the forefront as
employees are seeking more effective ways to manage stress or address financial goals.
Programs that offer tools, resources, or courses to help employees navigate these and other topics
that used to be seen as “personal” will be best positioned to help employees achieve their goals on
all levels.

According to a study by Business Group Health, many large global employers are adapting to
these needs by including emotional, physical, financial, and social wellness in their well—being
program.’° Offering a mental health solution that addresses the holistic needs of employees is
the best way for organizations to remain competitive.

QUESTIONS TO ASK A MENTAL HEALTH SOLUTION PROVIDER:

• How many different dimensions of well—being does your plan support?

• Does your plan offer employees the ability to meet with a coach to guide them in achieving

personal goals*

• Does your plan offer training and tools to build resilience and reduce stress, including

resources like mindfulness?

EXTENDED SUPPORT WITH DIGITAL PROGRAMS
Everyone likes to receive care differently. Contrary to popular belief, it’s not always one-
on-one therapy or coaching sessions. Our clinical research reveals that fewer than 44%
of employees select one-on-one as their preferred mode of care. i4 Of these, 24% prefer
self-guided care such as online courses and 8% prefer to attend live, group-based virtual
sessions led by care professionals such as Modern Health’s “Circles” sessions."

MODERN HEALTH‘S CLINICAL RESEARCH SHOWS THAT EVERY DEMOGRAPHIC LIKES TO RECEIVE MENTAL CARE
DIFFERENTLY:’^

older adults are almost 3x more

of working adults ages 18-24 likely than young adults to prefer men are almost 1.5x more likely
prefer one-on-one care live, group- based virtual to select self-guided care than
compared to only 28% of adults sessions (Circles) women
ages 45+

Some mental health solutions tend to focus heavily on therapy and might not offer other solutions
like coaching or courses that may work better for employees. Having well-curated and extensive
digital resources for wellness and personal growth and group—based community sessions allows
employees to get what they need — on their own schedule.

In addition, platforms that provide health and habit tracking tools within an app can empower
employees by encouraging them to sustain positive lifestyle habits. With many employees
struggling to stay motivated to cultivate positive habits like exercising or meditation, providing
digital tools such as this can be a powerful solution in improving health for the long—term.

While many solutions offer digital content, it may not always be integrated into the platform,
requiring employees to use multiple apps. So when selecting a mental health benefit partner, be
sure to consider whether they offer methods of care that fully support employees in one
seamless platform.

QUESTIONS TO ASK A MENTAL HEALTH SOLUTION PROVIDER:

• What kind of digital tools do you offer*

• Do you offer tools to create and track healthy lifestyle habits*

• Do you offer live or recorded webinars led by experts across a wide range of wellness topics*
ABOUT Modern Health is a leading mental health solution for
companies located across the globe. Our mission is to
MODERN HEALTH empower employers with a best—in—class solution
that drives meaningful clinical outcomes and is cost-
effective.

We support employees with personalized care that is

tailored to their unique preferences, and addresses the
full spectrum of mental health needs. Here is a brief
overview of the results we achieve:

HIGHER EMPLOYEE ENGAGEMENT

• 20%+ average engagement depending on BoB
• 5—10x engagement of EAPs
• 43% higher risk members engoging in therapy
started off by engaging digitally

CLINICAL EXCELLENCE
• 74% of members experience improvement or
recovery from 4+ sessions
80% of members maintain wellness without
progressing into the clinical need zone
• Clinical team with 130+ years of collective
psychology experience

BEST-IN-CLASS PROVIDER NETWORK

• Licensed therapists and certified coaches who
use evidence-based techniques
• Less than 24 hours to direct provider access
• Rigorously vetted providers receive
ongoing training and support
ABOUT COST-EFFECTIVE RESULTS
• Cost-effective triaging matches members to
MODERN HEALTH highest standard of care based on need
• Coaching that yields similar mental health
outcomes to therapy at '/ of the cost
• 5.5% Higher Retention Rate when engaged
with Modern Health

GLOBAL ACCESS FOR A DIVERSE WORKFORCE

• Providers spanning 55+ languages
• Mobile and web platform avoilable in 10
languages
• 30% of therapists and 50% of coaches identified
as BIPOC

, CARE ACROSS THE FULL SPECTRUM OF WELL-BEING

• Tools across 5 pillars of well-being: Emotional,
Professional, Social, Physical, Financial
• Benefits Navigation that makes it easy
to access the right resources fast
Personalized care and content
recommendations through cutting-edge
technology

COMPREHENSIVE DIGITAL PROGRAMS

• Extensive self-paced digital content library
• Live virtual group support sessions led by
experts (Circles)
• Meditations and tools to promote positive daily
habits
GONNECT WITH US
AND LEARN MORE GONNEGT WITH US

Connect with us if you’d like to how Modern Health can

support your workforce. Below ore additional resources for
continued learning.

CONTACT

BURNOUT PLAYBOOK

EMPLOYEE RETENTION RESEARCH PAPER

g

20 Benefits Assessment 6‹ Buyer‘s Guide