Alleviating Loneliness in the Workplace Through Informed Benefit Policies

The Integrated Benefits Institute hosted a webinar examining the connections between loneliness, anxiety, and depression among US workers. Guest speaker Christin Kuretich, VP of Supplemental Products at Voya Financial, offered an employers’ perspective on supporting employees and tailoring benefit plans.

IBI’s analysis found that employees who experience frequent loneliness are 6.4 times more likely to experience anxiety and depression. In the workplace, loneliness can manifest as social isolation from colleagues, leading to reduced job performance, lower job satisfaction, and increased turnover intentions.

“Remote workers reported lower odds of anxiety and depression. Flexible arrangements such as working from home 3-4 days showed a 27% reduction in the risk of anxiety and depression. However, work location alone doesn’t drive mental health outcomes, instead it’s likely the flexibility paired with supportive policies helps to alleviate stress,” explained IBI Researcher Carole Bonner, MSET, MSAS who was the lead researcher on this project.

The work environment plays a critical role in either mitigating or exacerbating feelings of loneliness. Factors such as job design, organizational culture, and work arrangements (e.g., remote vs. in-office) can influence the extent to which employees feel connected to their colleagues.

“These findings really reflect the broader shifts that we’re seeing in the benefits landscape. The traditional one size fits all clearly isn’t meeting the diverse needs of the workforce today,” shared IBI President Jim Huffman.

Mental health and loneliness in the workplace has significantly shaped benefits programs over the past few years. “The pandemic showed us that, for better or worse, this was an issue that was not going away,” shared Christin. “I was introduced to the research on loneliness during the pandemic…We need to find practical ways to address this, because we’re risking significant health issues and it’s having a massive impact on individuals.”

A thread Christin has noticed woven into the research on loneliness is the idea of providing language and psychological safety for people to voice these feelings and put a name to it. “It only perpetuates loneliness when you have no idea how to talk about it,” she said. “Hearing others share might spark something for you to say you’re feeling that too, and now suddenly you’re not as alone.”

Christin emphasized that one of the easiest ways to assess this issue is by examining hospitalizations or disabilities related to mental health. The insurance might cover the costs for hospital stays, but historically does not provide benefits for situations involving self-harm, which presents a contradiction. The inconsistency has persisted in contracts for decades, so now is an opportune time to review and revise these policies.

An organization’s culture plays a critical role in fostering psychological safety through compassion and kindness, letting employees know this is a place where they can prioritize their health and their family’s health. It’s helpful to let employees know that “missing work doesn’t mean we don’t think you’re not dedicated to your job; we support what you’re going through and we want to support how you work most effectively,” coached Christin.

Christin also emphasized that benefit plans are something prospective employees look at closely, and may make or break whether they take a job. “Peer support groups, family counseling, these are starting to become necessary when taking a job,” she said. “An employee who is a working parent with a special needs child, they’re going to ask themselves ‘can I do this job?’ and they’re going to look at leave policies, employee resource groups, and some of the newer solution-focused benefits.”

In conclusion, the IBI webinar highlights the critical role of customized benefit policies in tackling workplace loneliness and its effects on mental health. By implementing flexible work arrangements and supportive practices, organizations can mitigate the risks of anxiety and depression while fostering meaningful connections and a sense of psychological safety.

As the needs of employees become increasingly diverse, sticking to a one-size-fits-all strategy for benefits is no longer effective. Employers need to evolve by updating their policies, providing peer support, and encouraging open dialogues about mental health. Cultivating a compassionate culture not only bolsters employee well-being but also improves retention and engagement, ultimately leading to healthier, more resilient workplaces.