Why Great Mental Health Benefits Still Fail Young Employees (And What Employers Can Do)

Many companies offer great mental health benefits, but they still fail to reach young employees. The main reason? Poor communication and a generational gap. While 83% of workers aged 18–34 say mental health benefits are very important when choosing a job, they are the least likely to use them. Understanding why this happens and how to fix it is key to attracting and keeping young talent.

The Problem: Young Workers Want Mental Health Support But Don't Use It

Younger generations prioritize mental health more than older ones. Yet data shows a huge gap: only 41% of workers aged 65+ say mental health benefits are important, compared to 83% of those under 35. But among young workers, many don't even know they have these benefits—or they find them hard to access.

Lack of Awareness

A report by Spring Health found that one-third (34%) of employees aren't sure if their employer offers mental health benefits. And two-thirds (66%) rarely or never use them. Why? Many don't know they have these benefits, the benefits don't seem helpful, or they fear stigma.

Tip for employers: Talk about mental health benefits openly and often—before a crisis happens. Make sure every employee knows what's available and how to use it.

The Manager Effect

Managers are much more likely to know about and use mental health benefits than non-managers. The survey shows 75% of managers say they have these benefits, but only 49% of non-managers say the same. Since most young workers are not managers, they miss out.

• Managers use benefits at a 87% rate vs. 41% for non-managers.
• Gen Z is just starting to enter management roles, so the gap will persist for now.

Cost Barriers Hit Younger Workers Hardest

Financial stress is rising for many employees. For those earning under $50K, cost is the top barrier to using mental health benefits (50% cite it). Young workers often earn less, making it harder to afford even low-cost services.

Action step: Offer free or low-cost options like employee assistance programs (EAPs), online therapy, or subsidized counseling.

How Employers Can Bridge the Generational Gap

The issue isn't that benefits are bad—it's that communication and culture are lacking. Here's how to fix it:

• Communicate clearly: Mention mental health benefits in job postings, onboarding, and regular emails. Use simple language.
• Train managers: Help them understand the benefits and encourage them to share with their teams.
• Reduce stigma: Create a culture where using mental health support is normal, not shameful. Leaders should model this.
• Target young workers: Offer benefits that appeal to them, like digital therapy apps or flexible mental health days.

The Bottom Line

If young workers don't know about or can't use mental health benefits, those benefits are wasted. Employers who fix this will attract and retain top talent. As Gen Z moves into leadership, the companies that support mental health now will have a major advantage.

Great mental health benefits fail young employees only when they are hidden or hard to access. Make them visible, easy, and stigma-free—and everyone wins.