Reality Check

Many of our readers celebrated Independence Day over the long weekend with fireworks, grilling, and outdoor or indoor activities (depending on your local heat index). But many also struggled with stress, anxiety, and sensory overload.  

Holidays like July 4 tend to see an increase in mental health-related issues, like ER visits and increased anxiety. 

Surprised? We’re not.  

Stress and anxiety are up across the board lately as HR teams look at cost forecasts, health plan changes, annual enrollment, and more.  

Here’s what we’re covering in this edition:  

• We’re calling it like we see it  
• Your prep list for the OBBBA changes 
• AE szn has officially started  

Plus, news you might have missed. 

Let’s dive in. 

It’s not just a case of the Mondays  

Mental health is hard, and it can feel even harder when we’re in the middle of summer and everything is supposed to be sunny, light, and fun. More employees today want broader mental health resources, but benefits confusion and the mental health stigma are often barriers to this care.  

Promoting benefits and being open about mental health can have a profound impact on employee wellbeing and make it easier—and less scary—to take advantage of mental health support.  

Here are three benefits to highlight this summer to support mental health:  

1. EAP programs: This is a top-wanted benefit for employees of all generations, but our Empathy and Benefits Insights research both suggest that a lack of understanding or communication results in low utilization. Consider highlighting the value within this benefit, like access to mental health professionals.  
2. Flexibility: Kids are out of school. The weather is really lovely. You have a friend in town visiting. Summer is full of activities and travel and a lot of great patios. Flexibility shouldn’t just be a Summer Friday Perk, though. It can support employee mental wellbeing by creating more space for people to take care of themselves, whether that’s being social or enjoying the AC on the couch.  
3. Caregiving support: Summer can be especially tough for caregivers as you navigate new schedules, added costs, and heat. Along with flexibility, making sure your caregiving population has the right support in place to navigate this season can make a huge difference.  

Our client Beacon Health revamped their PTO plan to support financial wellbeing AND flexibility. Check it out. 

The budget bill passed. Now what? 

Last week, the President signed the domestic policy bill into law. While these changes won’t happen overnight, it’s never too early to be ready. 

Here’s what HR should do to get ahead of these changes:  

1. With Medicaid cuts, many anticipate closures across the healthcare ecosystem. Pull a census file to understand who (and how many) of your workforce may be impacted with hospital closures and access to primary care. Pay particular attention to those in rural areas who may already have a tough time finding good care. 
2. Review your claim cost drivers—are ER visits putting your numbers over the edge? Are people not getting their preventive care visits in? Understanding where you can help drive positive behavior changes will help benefits teams prioritize where they can best support employee wellbeing.  
3. Develop communications to support your people. Hospital closing? Help employees find their next closest option. More people on the company plan who used to be on Medicare? Look at financial wellbeing resources alongside medical options. Whatever you need to communicate on, though, make sure you’re helping your employees understand the real value behind what you offer. 

Check out our 2025 Benefits Insights report to see how a little personalization can go a long way in driving down costs.  

4 things HR can do to stay ready (and unbothered) during AE with communications 

We hate to break it to you, but peak annual enrollment season is going to be here in like, five minutes. We know, we know. It’s “only” July and you JUST got back from the long weekend.  

While it might feel a little early to tack AE onto your to-do list, we recommend knocking out some communications to do your future self a favor.  

Here’s how to prep your communications plan ahead of AE: 

1. Highlight 👏 The 👏 Value 👏 Of 👏 Benefits. We say this a lot (twice so far in this newsletter!) and we mean it. When employees understand how a benefit can help them, they’re more likely to engage with it, helping them build more financial stability, lessen stress, and manage their wellbeing. 
2. Get ahead of the FAQ: Some of the top questions our clients hear at annual enrollment include asking about dates, benefits changes, and dependents. Take a look back at the questions you got last year and draft up an FAQ sheet to save your inbox (and your employees an email).  
3. Make it easy to find and access resources: Do you have a resource library for all things benefits for your organization? If not, now’s the time to consider getting one up and running.  
4. Big plan changes coming? Set up a comparison chart. If you’re rolling out changes to your health plans for next year, we highly recommend creating a resource to help employees understand the full scope of changes and how it might adjust their current experience. This can help drive more confidence at the moment of enrollment when employees might otherwise feel overwhelmed.  

Employee engagement isn’t just about successful enrollment. It’s a year-round priority. Let’s talk about how we can help you!

Plus, news you might have missed 

• American Cancer Society is funding research to assess healthcare disparities for Black women.  
• SCOTUS says: Preventive services will stay covered at no added cost 
• Empathy boosts ROI