Mental Health Support Isn’t One-Size-Fits-All

Two out of five employees struggle to access mental health support, even when they know they need it. For HR leaders, this is more than a statistic—it’s a wake-up call. Yet despite growing demand, many mental health programs fail to deliver meaningful results for a global workforce because they don’t account for one critical truth: mental health isn’t one-size-fits all.

Employees’ preferences for mental health support reveal striking variations across regions, generations, and job levels. For example, a study conducted by RAND Europe showed younger employees (18-27) often prefer the direct connection of personalized care in the form of one-on-one support, whereas their older counterparts (38-67) are more likely to gravitate toward the autonomy of self-guided digital tools. Regional distinctions are equally pronounced: that same study revealed that Latin American employees engage most with mental health support, whereas employees in Asia engage most with digital, self-directed resources.

This disconnect not only leaves employees underserved but can also cost organizations dearly in engagement, retention, and productivity. With the right strategy, however, HR leaders can address these gaps and unlock the full potential of their workforce.

‍Four Steps to Close the Global Mental Health Gap

To deliver impactful mental health solutions, HR leaders must embrace flexibility, equity, and data-driven insights. Here are four key areas of focus:

1. Expand the Options: A single solution won’t work for a diverse workforce. Offer a range of resources, from therapy and coaching to peer support and self-guided digital tools. Organizations that align offerings with employee preferences see up to 15x higher engagement with benefits.
2. Localize Care: Adapt approaches to meet regional and cultural preferences. Providing multilingual support and aligning programs with local norms ensures employees feel seen and supported no matter where they are.
3. Close Equity Gaps: High-wage employees are nearly twice as likely to have access to mental health benefits compared to their low-wage counterparts. Bridging this disparity is essential to strengthening employee trust and creating a more inclusive and cohesive workplace.
4. Measure What Matters: Partner with providers who track critical metrics like engagement and satisfaction across diverse groups to ensure programs are both effective and adaptable as workforce needs evolve. For example, Modern Health's 4.9/5 satisfaction rating across regions highlights the effectiveness of diverse, personalized programs in meeting evolving workforce needs.

Why This Matters in 2025

Addressing the global mental health gap is an ethical and strategic business decision. Tailored, scalable solutions can reduce disparities, empower employees, and build resilient teams. Organizations that take the lead in mental health accessibility are building a thriving workplace—and a competitive advantage.

Explore More Insights from Modern Health

Looking to deepen your understanding of how to support your workforce's mental health?

‍Explore these resources:

• Discover key findings on mental health trends and engagement across regions in this groundbreaking study.
• Rethink mental health strategies with industry leaders with this on-demand session from Elevate 2025: One Size Fits None.

Stay Ahead of 2025 Trends

• Revolution or risk? Understand AI’s role in shaping mental health support.
• Explore a key mental health trend impacting retention in 2025.