Encouraging Mental Wellness: 7 Solutions Brokers Can Offer Clients

Quick look: May is Mental Health Month, a timely opportunity for brokers to explore how a professional employer organization (PEO) can help their clients build healthier, more engaged, and more productive workplaces. Here’s a look at the growing importance of mental wellness benefits and seven solutions you can bring to your clients today.

Mental health benefits have shifted from nice-to-have to a core part of the employee experience. Today’s workforce increasingly expects employers to support overall well-being, including their mental health.

The stakes have never been higher. According to the Society for Human Resource Management (SHRM), almost one-third of U.S. workers report feeling stressed at work always or often, and 88% of employers now offer some form of mental health coverage, up from 84% just a few years ago. These shifts demonstrate that mental wellness has become a business priority.

However, for small and medium-sized businesses (SMBs), acting on these trends is sometimes easier said than done. Limited internal resources and competing priorities often make it difficult to develop and maintain effective mental health programs.

That’s where brokers and professional employer organizations (PEOs) can work together. Through a PEO partnership, brokers can open the door to comprehensive HR support, enterprise-level benefits, and mental health resources that may typically be out of reach for smaller organizations.

Mental health in the workplace: what the data tells us

In recognition of Mental Health Month this May, here’s a closer look at the business case for mental wellness and seven solutions brokers and PEOs can offer to help clients create healthy, engaged, and competitive workplaces.

When employees are struggling, businesses often see the effects through absenteeism, disengagement, turnover, and reduced productivity. There can also be ripple effects:

• The World Health Organization (WHO) estimates that depression and anxiety are responsible for 12 billion lost working days each year, which costs the global economy approximately $1 trillion in lost productivity.
• Employees with private insurance who receive treatment for anxiety or depression face nearly double the annual out-of-pocket costs compared to those without a mental health diagnosis, which can drive up healthcare spending for employers.
• The National Alliance on Mental Illness (NAMI) 2025 Workplace Mental Health Poll found that one in four employees has considered leaving their job because of mental health challenges. And per SHRM research, replacing just one worker can cost $4,700.

The data also shows hope. According to Mind Share Partners’ 2025 Mental Health at Work Report, employees who feel supported by their employer are twice as likely to report no burnout or depression.

7 ways to help clients strengthen mental wellness programs

SMBs often operate with lean teams managing multiple priorities, meaning many don’t have a dedicated HR function. That doesn’t mean mental wellness isn’t a priority, but it may become deprioritized when bandwidth is limited.

Brokers can help change the tide by recommending a PEO partner with the expertise and resources to kick off the following solutions:

1. Employee assistance programs (EAPs)

EAPs form the backbone of any strong mental health benefits strategy. These confidential, employer-sponsored programs connect employees and their families with professional support, typically at no cost, for a wide range of topics, including:

• Depression, grief, loss, and emotional well-being
• Family, marital, and relationship concerns
• Goal-setting and life management
• Substance use challenges
• Work- and family-related stress and anxiety
• Financial and legal guidance

A PEO gives clients access to robust EAP offerings that a small business typically couldn’t negotiate on its own.

2. Telemedicine

Virtual healthcare became mainstream during the pandemic, and it’s now a baseline expectation for most employees. Because most standard health plans already include telehealth services, clients can offer this convenient, accessible point of care for both physical and mental health needs at minimal additional cost, and it’s something a PEO can help them navigate and communicate clearly to employees.

3. Compliance with mandatory mental health requirements

HR compliance is constantly evolving, including mental health-related regulations. A PEO helps small businesses stay on top of key federal requirements, including:

• The Mental Health Parity and Addiction Equity Act (MHPAEA): Requires employers with 50 or more employees to cover mental health, behavioral health, and substance-use disorder treatment on par with physical healthcare coverage.
• The Americans with Disabilities Act (ADA): Limits employer inquiries into mental health conditions and mandates reasonable accommodations that allow employees to fulfill their roles.
• The Family and Medical Leave Act (FMLA): Provides eligible employees with up to 12 weeks of job-protected leave, including for qualifying mental health situations. (Note: State and local laws around paid and unpaid leave vary significantly; always review the rules applicable to each client’s location.)

4. Expanded paid time off (PTO)

Many employers are reevaluating PTO policies to better address burnout and work-life balance. A PEO’s HR experts can help clients design policies that incorporate dedicated mental health days, floating holidays to support a diverse workforce, and volunteer time off (VTO), which is linked to improved employee well-being.

5. Flexible and remote work policies

Flexible work schedules have been shown to strengthen mental health, with two-thirds of hybrid workers crediting their work arrangement for their improved mental well-being. A PEO’s HR Business Partners can help clients create flexible, compliant workplace policies that encourage these benefits while still meeting operational needs.

6. Proactive benefits communication

Recent One Medical research found that 91% of HR professionals report offering mental health resources, but only 73% of employees know they exist, showing that many workers may not realize they have access to these plans.

A PEO can help clients close that gap with a year-round communication strategy that may include:

• Keeping benefits materials current, accurate, and easy to find
• Providing clear guides and educational resources before and during open enrollment
• Offering employees direct support and guidance around plan options and qualifying life events, including personalized assistance through ExtensisHR’s dedicated Employee Solution Center
• Sending targeted outreach based on employee demographics or plan selections

7. Data-driven HR strategy

PEOs can also help clients evaluate the effectiveness of mental wellness programs by equipping them with data-backed insights like:

• Benefits utilization, such as how frequently employees are actually using available mental health resources
• Absenteeism and turnover trends surfaced through a human resources information system (HRIS)
• Employee engagement and satisfaction, measured through pulse surveys, manager-level check-ins, and engagement platforms

ExtensisHR: committed to workforce well-being

As mental health continues to be a central part of workplace culture and retention, many businesses are looking for guidance on building supportive, engaged workplaces. With a PEO partnership, brokers can support clients on multiple fronts:

• Enhancing benefit plans
• Developing flexible work policies
• Navigating compliance requirements
• Managing ongoing benefits education

But not all PEOs deliver the same level of service, and their responsiveness and depth of customization matter when your clients are counting on the recommendations you make.

ExtensisHR stands apart with a distinctive approach:

• Tailored benefits packages with comprehensive administration and management services
• Dedicated, SHRM-Certified HR Business Partners
• An industry-leading customer service team that solves 90% of cases the same day
• Discounted access to 15Five, a leading employee engagement platform

With the right PEO, it’s easier for your clients to take steps toward creating workplaces people are proud to be part of, and easier for you to strengthen your book of business.