Facilitating Mental Health Treatment Through Proactive Screening and Concierge Services in the Workplace

Abstract

The aim of this study is to determine if a proactive employer-sponsored mental health program closed gaps in detection and treatment of mental health conditions. Methods: Of n = 56,442 eligible, n = 8170 (14.5%) participated in the optional screening. Participants with mental health risk were offered care concierge services including support, care planning, and connection to care. Difference in behavioral health care utilization, diagnoses, and prescriptions were evaluated postintervention through claims analysis. Results: Compared with controls (n = 2433), those receiving concierge services (n = 369) were more likely to fill mental health prescriptions (adjusted hazards ratio [HR], 1.2; 1.0-1.5; P = 0.042), use professional mental health services (adjusted HR, 1.4; 1.1-1.8; P = 0.02), and use new mental health services (adjusted HR, 1.9; 1.2-2.8; P = 0.004) in the following 6 months. Conclusions: This proactive mental health program with care concierge services identified risk, connected individuals to mental health care, and facilitated mental health treatment, among program participants.

Changes in Anxiety and Depression Over the First Year of COVID-19 Pandemic in Philadelphia, PA

“…Workplaces may be natural settings for conducting such surveillance such as the implementation of voluntary screening program using a simple survey tool so that identified individual at risk can be connected with care. 27 While HADS is a proven screening tool, less resource-intensive (shorter) questionnaires, like modified version of the two-item Patient Health Questionnaire and the two-item Generalized Anxiety Disorder used in US-wide surveillance 1 may be optimal for some workplaces (eg, with less educated workforce or where English is not the primary language). The best time to develop and test such schemes is certainly in preparation for disasters, not while they unfold.…”

“…Given that some persons with worsening depression did not think that they experienced any difficulties, surveillance (screening) for mental health sequelae of disasters may be warranted, especially when persons experience these over a prolonged period (eg, years). Workplaces may be natural settings for conducting such surveillance such as the implementation of voluntary screening program using a simple survey tool so that identified individual at risk can be connected with care 27 . While HADS is a proven screening tool, less resource-intensive (shorter) questionnaires, like modified version of the two-item Patient Health Questionnaire and the two-item Generalized Anxiety Disorder used in US-wide surveillance 1 may be optimal for some workplaces (eg, with less educated workforce or where English is not the primary language).…”

Values and Preferences Related to Workplace Mental Health Programs and Interventions: An International Survey

“…Respondents did, however, describe potential positive impacts of screening for mental health at work when done carefully and at a population level, including facilitating early detection and intervention. A US study testing a population-level, opt-in screening intervention with the option to access follow-up care found that the screening program facilitated care uptake among employees (29).…”

A population health approach to workplace mental health: rationale, implementation and engagement

“…The purpose of Balance is (1) to improve workplace culture on the topic of mental health by recommending that all employees proactively check-in on their emotional wellbeing on a regular basis and (2) to lower barriers to mental healthcare such as limitations on access, convenience, cost and time requirements to find care. Based on data derived from a preliminary cohort study of Balance participants ( 32 ), we anticipated strong utilization of the program. In this study, we describe the rationale, development, and implementation of Balance , and explore how Balance users engaged with the program.…”