As employers continue to address burnout, retention, and rising healthcare costs, mental health benefits have become a critical part of the workforce strategy. During Mental Health Awareness Month, HR leaders have an opportunity to remind employees that support may already be available through their HSAs and FSAs.
While many employees think of these accounts for medical visits or prescriptions, they can also help offset the cost of mental health care and wellness-related expenses.
Mental Health Is Impacting the Workplace
Mental health challenges continue to have a significant impact on employee wellbeing, productivity, and retention. Recent workforce data shows that 76% of U.S. workers report experiencing some level of burnout, while one in four employees has considered leaving their job due to mental health concerns. The business impact is substantial, with burnout-related turnover and productivity loss costing employers an estimated $322 billion annually. In addition, 70% of benefits leaders say mental health challenges significantly affected employee performance over the past year, reinforcing the growing need for accessible and affordable mental health support in the workplace.
How HSAs and FSAs Can Help Reduce Barriers to Care
Out-of-pocket costs often prevent employees from seeking treatment. HSAs and FSAs help employees use pre-tax dollars for eligible mental health expenses, including:
- Therapy and counseling
- Psychiatric services
- Telehealth appointments
- Behavioral health copays and deductibles
- Prescription medications
Reducing financial barriers can make it easier for employees to access care before issues escalate into burnout, absenteeism, or turnover.
Telehealth Continues to Expand Access
Virtual mental health services have become an increasingly important resource for employees, especially those in remote, rural, or high-demand work environments.
Telehealth offers:
- Faster access to care
- Expanded provider options
- Greater convenience and flexibility
- Reduced travel and scheduling barriers
Many employer-sponsored plans now include low- or zero-copay virtual behavioral health visits, with eligible costs payable through HSAs or FSAs.
Awareness Is Key
One of the biggest challenges employers face is not benefit availability, it’s employee awareness. According to the 2025 NAMI Workplace Mental Health Poll, approximately one-quarter of employees do not know whether their employer offers mental health resources.
HR teams can help increase utilization by:
- Promoting mental health resources year-round
- Educating employees on HSA/FSA eligibility
- Highlighting telehealth behavioral health options
- Sharing examples of eligible expenses during open enrollment and throughout the year
Mental health support is no longer a secondary workplace initiative; it is directly tied to engagement, productivity, retention, and overall workforce wellbeing. Sometimes, the most valuable resources employees need are already included in the benefits they have today.