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If it feels like the world is changing fast, that’s because it is. Just think about how AI, economic instability, global conflict, and shifting employee expectations have reshaped the workplace in just the past year. For HR and Benefits leaders, staying ahead of these trends isn’t just about planning—it’s about protecting the mental health and resilience of your workforce.
So what should you be preparing for in 2026? We asked a handful of Spring Health leaders and our LinkedIn community one question:
What is one mental health issue that 2026 will be defined by, and how can HR and benefits leaders get in front of it?
Here are five themes that stood out, along with data and practical steps to help you plan ahead.
1. Always-on care that meets our always-on reality
The prediction:
“Continuous Care will be the new standard. Patients and payers will expect it. Providers will adopt technology platforms that enable it.” - April Koh, CEO and co-founder, Spring Health
Why it matters:
The days of isolated therapy sessions are ending. In 2026, employees will expect mental health support that extends across their care journey—not just in a single 50-minute session. This “Continuous Care” model will become table stakes for driving real outcomes and retention.
Key stat:
- 28.2% of U.S. adults with a mental illness reported they did not receive the treatment they needed
How to get in front of it:
- Audit your current mental health solutions for between-session support
- Prioritize solutions that offer digital nudges, coaching tools, and self-help content
- Focus on sustained engagement, not just point-in-time access
- Reposition mental health benefits as a proactive, ongoing experience
2. The integration of AI in mental health
The prediction:
“In 2026, employees will increasingly use general-purpose AI tools for mental health support, which will create serious risks around privacy, confidentiality, and misuse.” - Gijo Mathew, chief product officer, Spring Health
Why it matters:
Generative AI tools are increasingly being used “off-label” by employees for emotional support. While convenient, this trend introduces serious risks around data privacy, misinformation, and clinical safety.
Key stats:
- 48.7% of U.S. adults have used LLMs for psychological support in the last year
- Only 18.5% of AI use for mental health happens on tools built for mental health
How to get in front of it:
- Define approved AI tools in your benefits program
- Educate employees on the risks of DIY mental health AI
- Provide a proven, enhanced EAP that drives lasting outcomes
- Choose partners with clinically validated, privacy-first AI tools
- Ask mental health solutions how they combine AI with real human care
3. Tackling burnout in all its forms
“I think ‘quiet burnout’ will shape 2026—employees who appear engaged but are running on empty. It’s harder to detect than traditional burnout and often overlooked.” - Ashlyn B., customer success and implementation manager (via LinkedIn)
Why it matters:
The signs of employee burnout aren’t always obvious. More employees will begin masking emotional fatigue, presenting as productive while privately nearing collapse. Without clear signs like absenteeism or complaints, this “quiet burnout” will challenge HR leaders to detect distress before it becomes a crisis.
Key stats:
- 57% of employees say work-related stress negatively impacts them
- At least 50% of U.S. employees are “quiet quitting”
How to get in front of it:
- Equip managers to ask about energy, not just engagement
- Use anonymous pulse surveys to surface hidden burnout indicators
- Promote micro-rest practices and reframe PTO as recovery, not reward
- Encourage care-seeking behavior before a formal burnout diagnosis
4. Politics and division drive anxiety
“In the U.S. and around the world, mid-term elections, immigration enforcement, and threats to individual freedoms are among the topics that will drive anxiety in 2026 for employees.” - Dan Harrah, vice president, clinical sales, Spring Health
Why it matters:
Sociopolitical stress is no longer just background noise—it’s a workplace issue. In a polarized election year in the U.S. and other countries, expect spikes in stress, interpersonal conflicts, and psychological strain among employees who are directly or indirectly impacted by government actions.
Key stats:
- 68% of U.S. adults say the 2024 election was a significant source of stress
- 56% of U.S. workers say political differences are a top contributor to incivility in the workplace
- 70% of U.S. adults say they don’t think people in the government care about them
How to get in front of it:
- Create safe spaces: Offer manager training and clear discussion policies
- Provide flexibility around emotionally heavy news cycles (e.g., election week)
- Centralize resources for coping with uncertainty and civic stress
- Monitor team morale and adjust communication cadence during high-stress periods
- Acknowledge the situation and support leaders in naming what’s happening and being clear and honest on potential impact to employees
5. Increasing support for neurodivergent employees
“As we look toward 2026, I think the mental health issue that will demand the most attention is burnout 2.0 among neurodivergent employees. Many neurodivergent professionals (ADHD, autism, dyslexia, etc.) are navigating workplaces that weren’t designed with their needs in mind.” - Toni B., coach (via LinkedIn)
Why it matters:
Burnout among neurodivergent employees often looks different—and is often missed. In 2026, HR leaders will need to recognize how masking, sensory overload, and poor fit between environment and brain wiring contribute to deep, often invisible fatigue.
Key stats:
- Only 49% of neurodivergent employees say they feel fully supported at work
- 31% of neurodivergent employees haven’t told their line manager or HR about their neurodivergence
How to get in front of it:
- Normalize accommodations and flexible work setups
- Provide quiet spaces, alternative communication methods, and asynchronous options
- Offer inclusive mental health care that addresses unique needs and masking fatigue
- Partner with neurodiversity experts to update policies, benefits, and training
Want to see what a few or our leaders provided for their predictions? Click the graphic below.
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