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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 eight 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. How AI is reshaping employee stress and anxiety
The prediction:
“AI isn’t only reshaping how we work. It’s reshaping how people think about their future. If we don’t get ahead of this, AI anxiety will become one of the biggest sources of workplace stress by 2026. Leaders need to treat this like a real people issue, not just a technology trend.” – Kelsey Witmer, Vice President, Total Rewards & People Operations, Spring Health
Why it matters:
AI is no longer a distant future state. From automation of tasks to AI-assisted decision-making, employees are living through rapid change with unclear rules and mixed messaging. Many worry about job security, ethical use of AI, and whether they can keep up with shifting expectations.
Key stats:
- 72% of U.S. adults worry about the economic effects of AI
- 47% of U.S. adults worry about their job security because of AI
How to get in front of it:
- Acknowledge AI-related anxiety and create space to talk about it openly.
- Offer AI “101” training so employees understand what’s changing and why.
- Show how AI can reduce workload and burnout, not just increase output.
- Set clear guardrails and direct employees to clinically validated tools for support.
4. Cost containment without compromising mental health
The prediction:
“In 2026, cost pressure won’t just push employers to cut. It will push them to be sharper. The winners will be the ones who shift spend into high-quality mental health solutions that can actually prove impact. Customers are looking for full-spectrum support.” – Dan Harrah, Vice President, Clinical Sales, Spring Health
Why it matters:
Health care costs are climbing fast, and mental health is now one of the top contributors to overall spend. Employers are being forced to scrutinize every line item while still trying to offer competitive, human-centered benefits. The risk is dialing back support just as employee needs intensify. The opportunity is to treat mental health as a strategic cost-containment lever by investing in solutions that deliver measurable outcomes—not just more volume.
Key stats:
- Employers are projecting around a 10% increase in overall healthcare costs for 2026.
- Pharmacy costs are expected to grow even faster, often in the 11–12% range.
How to get in front of it:
- Expect ROI from your mental health solution, and seek guarantees of it.
- Prioritize solutions that show impact on total cost of care, not just utilization.
- Use tiered or center-of-excellence designs to steer members to high-quality care.
- Align with finance on shared metrics: trend, risk reduction, and ROI.
5. The rise of mental health–related leave
The prediction:
“I think 2026 will be defined by a continued rise in mental health–related leaves—and by whether employers can build programs that truly help people get better and return to work safely.” – Kelsey Witmer, Vice President, Total Rewards & People Operations, Spring Health
Why it matters:
Leaves of absence tied to mental health have been climbing for several years and are no longer rare exceptions. As workloads intensify and employees become more informed about their rights and options, more people are stepping away from work to cope with anxiety, depression, and burnout. HR teams are walking a fine line: if programs feel too restrictive, they look uncaring; if they’re overly generous but not outcomes-focused, they can compromise operations and still fail to help employees recover.
Key stats:
- 74% of employers report an increase in employee requests for leaves of absence or accommodations for mental health-related issues over the last year
- 22% of employers say they have changed their related accommodation or leave policies in response to this increase
How to get in front of it:
- Simplify and standardize the leave experience so employees, HR, and solutions aren’t navigating a fragmented process.
- Use integrated solutions that connect early risk identification, evaluation, care, and return-to-work support.
- Track outcomes like time to recovery, repeat leaves, and administrative burden—not just days out of the office.
6. 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
7. 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
8. 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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