Mental health support at work isn’t just a perk anymore—it’s a must-have. Whether you lead HR, oversee benefits, or manage people, you’ve likely seen how stress, burnout, and disengagement can quietly chip away at morale and productivity. And while offering telehealth counseling for businesses is a step in the right direction, many employers face a bigger challenge: getting employees to use it.
If you’ve already invested in mental health support but aren’t seeing the uptake you hoped for, this blog is for you. Let’s walk through how to remove the roadblocks, create trust, and build a workplace culture where mental well-being is normalised, not stigmatised.
Why Utilization Rates Matter More Than You Think
It’s easy to check a box and say, “We offer mental health benefits.” But the real impact only happens when your team engages with those resources. Here’s why utilization is worth your attention:
- Low engagement = wasted investment
- High utilization = healthier, more resilient teams
- Visible use of support services sets the tone for workplace culture.
That’s where strategic communication, leadership modelling, and ongoing support come in. But before we get there, we need to address the biggest barriers that are often hiding in plain sight.
Breaking the Silence—Why Employees Hesitate to Use Mental Health Support
Even in 2025, stigma still lives in many workplaces. Employees might worry they’ll be seen as weak or unreliable if they admit they’re struggling. Others might fear their privacy could be compromised. And let’s be honest—some simply don’t know what’s available or how to use it.
Here are a few of the most common hurdles:
Fear of Judgment or Job Repercussions
Even in progressive companies, there’s often a silent worry: “What if my boss finds out I’m in therapy?” This fear can be strong enough to keep employees from seeking help when they need it most.
Lack of Awareness or Confusion About Benefits
Your team might not even realise telehealth counseling for businesses is included in their benefits. Or maybe they’ve heard of it, but don’t understand what it covers or how to access it.
Overwhelm or Lack of Time
Let’s not forget—when someone is mentally exhausted, the idea of navigating a portal or scheduling an appointment can feel like too much. Convenience is key.
Step One—Make It Easy, Obvious, and Ongoing
Offering access isn’t enough—you need to communicate about telehealth counseling for businesses like you would any high-value resource. That means it’s not a one-time announcement buried in an open enrollment email.
Here’s what works:
Build a Communication Plan That Reaches Everyone
Think beyond benefits booklets. Use all available channels—email, intranet, breakroom posters, team huddles. You want your team to know:
- What’s available
- Who it’s for (hint: everyone)
- How to access it
- That it’s 100% confidential
Better yet, put this information in plain, supportive language. Avoid clinical jargon. Use real-world scenarios. For example:
“Feeling overwhelmed or emotionally drained? You don’t have to figure it out alone. We offer free, confidential virtual counseling sessions through [Provider Name]. You can schedule online in under 2 minutes—on your schedule, from your space.”
Create a Central Resource Hub
Make information easy to find. A mental health resource hub on your internal site or HR portal can house:
- Access links to providers
- Step-by-step instructions
- Short videos or infographics
- Answers to common concerns
- Real stories from leaders (more on that next)
Step Two—Leadership Must Walk the Talk
Culture doesn’t change with a memo. It changes when people in power show that it’s safe to prioritise mental health. And that starts at the top.
Encourage Leaders to Speak Openly
When executives or team leads share how they use mental health services—even just to decompress or stay balanced—it signals psychological safety. You don’t need anyone to overshare, but hearing “I’ve used our telehealth counseling service after a tough season” can change everything for a hesitant employee.
Integrate Mental Health into Management Practices
Train your managers to check in not just on tasks, but on well-being. Add “How are you feeling lately?” or “Is anything stressing you out right now that I can help with?” to weekly touchpoints. If a manager hears about a concern, they should know how to refer team members to your telehealth resources with empathy, not judgment.
Step Three—Make It a Cultural Pillar, Not a Side Note
The goal isn’t just to boost short-term usage—it’s to build a resilient, healthy workplace that sustains itself year-round. That takes repetition and reinforcement.
Pair It With Company-Wide Wellness Initiatives
Whether it’s Mental Health Awareness Month, Stress Less Week, or year-round wellness challenges, make telehealth counseling for businesses a visible part of the conversation.
Use internal newsletters to share practical mental health tips. Include QR codes linking to your provider’s booking system. Offer short lunchtime workshops on managing anxiety, work-life balance, or burnout, and always mention that counseling is available as follow-up support.
Track Metrics and Celebrate Wins
Utilisation data (anonymous and aggregated) can help you understand what’s working. Are people accessing the service? When? What changes after campaigns? Highlight wins during all-hands meetings or in leadership reports. When people see that mental wellness is tied to company performance and retention, it gets taken seriously.
Step Four—Partner With a Provider That Makes It Seamless
At section125group, we’ve seen how the right partner can make or break engagement. When mental health programs are clunky, hard to access, or not integrated into benefit systems, they simply get ignored.
Here’s what to look for in a provider of telehealth counseling for businesses:
- Mobile-first, easy-to-use platforms
- Confidential, licensed, and diverse counseling staff
- Fast scheduling with zero wait time
- 24/7 access to emotional support
- Integration with your existing benefits strategy
Your benefits partner should also help you educate and engage your team. At section125group, we collaborate with you to build custom rollout strategies and wellness communication plans that drive real results—because your people deserve more than a checkbox.
Step Five—Use Telehealth to Advance Your DEI and Inclusion Goals
Workplace well-being isn’t one-size-fits-all. Today’s teams are more diverse than ever, across age, race, gender, ability, and cultural background. But with that diversity comes a need for tailored mental health support. This is where telehealth counseling for businesses becomes a powerful tool.
Make Mental Health Support Accessible to All
Telehealth removes many of the common barriers faced by underrepresented groups. No commuting. No need to sit in a waiting room where someone might feel judged. And when your provider offers access to a diverse pool of licensed counselors, employees can find someone who genuinely understands their lived experience.
Inclusion isn’t just about hiring practices—it’s about supporting everyone once they’re inside your organisation. Culturally competent mental health care plays a crucial role in that.
Offer Language Options and Flexible Scheduling
Employees who speak English as a second language or who work non-traditional hours are often left out of traditional EAP systems. But with 24/7 telehealth options, you can offer support across multiple time zones and languages, ensuring no one is left behind.
Step Six—Understand What Different Generations Need
In today’s workplace, you’re often managing up to four generations at once. That means expectations around mental health support vary.
Millennials and Gen Z Expect It
Younger employees are far more likely to view mental health support as a standard benefit, just like healthcare or PTO. For them, telehealth counseling for businesses isn’t a luxury. It’s a baseline expectation. Not offering it could hurt your ability to attract and retain talent.
Gen X and Boomers May Need Reassurance
Older generations may value privacy and professionalism differently. They may have grown up in an era where seeking help was frowned upon. That’s why it’s critical to emphasise confidentiality, ease of access, and control over the process.
Tailoring how you communicate these benefits, based on generational attitudes, can increase trust and uptake.
Step Seven—Show the ROI: Healthier Employees, Healthier Business
At section125group, we work with business leaders who need more than just good intentions. They need results. If you’re wondering whether investing in mental health services truly pays off—let’s look at the numbers.
Lower Absenteeism and Presenteeism
Employees dealing with stress or anxiety often show up physically, but not mentally. This is known as presenteeism, and it costs companies thousands per employee each year. Access to telehealth counseling for businesses helps workers show up fully present and engaged.
Higher Retention, Lower Turnover
When employees feel seen, supported, and valued, they stay. Mental health benefits are among the top drivers of employee satisfaction. Especially for industries experiencing burnout (education, healthcare, logistics), this kind of support can be a game-changer.
Better Productivity and Morale
Happy, healthy teams do better work. It’s that simple. They collaborate more easily, manage conflict with less friction, and take more initiative. That’s not just good for people—it’s good for profit.
Step Eight—Build Long-Term Engagement Loops
Your goal isn’t just to get someone to try your mental health benefit—it’s to build consistent habits. And habits are built through smart nudges and steady reinforcement.
Use Periodic Reminders and Mental Health “Moments”
Think about the rhythm of your work year. When are people most stressed? During performance reviews? Back-to-school season for working parents? Tax time?
Use those moments as prompts to reintroduce telehealth counseling for businesses. A short reminder email with subject lines like:
- “Feeling the pressure lately? You’re not alone—and we’ve got support.”
- “Life feels like a lot right now? Try a free telehealth session this week.”
This helps normalise support-seeking and builds emotional trust with your brand.
Celebrate Mental Wellness Champions Internally
Got someone on the team who’s passionate about mental health? Encourage them to become a mental wellness ambassador. Peer-to-peer influence is powerful. It’s often more convincing than a corporate memo.
Final Thoughts—Mental Health Is the New Competitive Advantage
When your workforce is emotionally well, everything else improves. Collaboration. Innovation. Retention. Leadership. Loyalty. And as employers, we no longer have the luxury of treating mental health support as “nice to have.” It’s business-critical.
But the real magic of telehealth counseling for businesses doesn’t lie in the benefit itself—it lies in how it’s rolled out, communicated, and embraced. That’s where you come in. And that’s where section125group comes in, too.
We don’t just help you offer mental health support—we help you make it stick. From implementation planning to year-round communication strategies, we guide your team toward real impact.
Ready to Build a Healthier Workplace with Us?
If you’re ready to increase benefit engagement, support your people more fully, and foster a culture of well-being, section125group is here to help.
Let’s create a workplace where mental health is part of the conversation—every day, for everyone.
Contact us today to explore how our customized telehealth counseling solutions for businesses can fit your unique workforce.
