Why you should join us
Many HR teams are stuck in a reactive loop: Manage the request, manage the risk, and hope the employee returns ready. But mental health leaves of absence rarely start at the moment paperwork begins.
A recent Spring Health study found that 61% of HR and benefits professionals reported an increase in mental health leaves of absence (LOAs) over the last year. In the same study, increased mental health-related disability and LOAs were cited as the #1 emerging employee mental health trend that most concerned this audience.
During Mental Health Awareness Month, we wanted to help you develop a new approach for this defining issue.
This session explores how forward-thinking employers are replacing one-size-fits-all models with differentiated, continuous, and specialty-level support that addresses risk before it becomes operational disruption.
What you'll learn
- Why rising leave is often a late-stage signal of unmet needs
- How behavioral health needs drive medical and pharmacy spend
- What a personalized, life-moment-based mental health strategy looks like in practice
- How continuous, between-session support improves outcomes and reduces leave duration
- A CFO-ready way to frame mental health investment as risk mitigation and cost containment
About the presenters











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