More than one in 10 Americans resigned during the pandemic due to increased stress at work OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer

More than one in 10 Americans resigned during the pandemic due to increased stress at work

LifeWorks Mental Health Index™ indicates a decline in mental health after several months of improvement

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CHICAGO–(BUSINESS WIRE)–LifeWorks, a leading provider of digital total wellbeing solutions, today released its monthly Mental Health Index™, revealing a negative mental-health score among Americans for the 18th consecutive month.

Key findings:

  • Overall mental-health score of -3.8 compared to the pre-pandemic benchmark, marking the first decline after four consecutive months of improvement.
  • In the latest survey, nearly one-third of Americans (30 percent) reported that they are either considering or are unsure about leaving their current job. These groups also reported a mental-health score more than 11-points worse than those who are not considering leaving their jobs.
  • The 17 percent of respondents who indicated that they are considering resigning from their job are reporting the lowest mental-health score (-16.1).
  • Sixteen percent of respondents have resigned due to changes in their physical health and this group has among the least favorable mental-health scores (-24.7).

Older employees more likely to consider resigning due to feeling underappreciated:

  • Older employees are feeling underappreciated in the workplace at a disproportionate rate, with eight percent of respondents between the ages of 40-69 citing lack of appreciation as the reason for considering resignation, compared to three percent of those aged 20-39.
  • Among all respondents, those under 40 years old are more than twice as likely to consider resigning from their job than respondents over 50 years old.
  • Parents are more than four times more likely than non-parents to report resigning during the pandemic.

Comments from president and chief executive officer, Stephen Liptrap

“Employees have faced incredible challenges over the last year and a half, both inside and outside of the workplace. As many continue to experience the increased mental stress related to work, resignations are an inevitable consequence that is becoming a harsh reality for many organizations. Employers need to recognize an increasing condition of employment for Americans is to provide ongoing resources facilitating a culture that supports individual mental health needs. Employees are the backbone of any organization and prioritizing employee wellbeing is critical in order to retain talent.”

Nearly half of Americans have not been asked by their employer about working preferences, contributing to poorer mental health:

  • Nearly half (46 percent) of respondents report that their employer has not asked them about their working preferences for the post-pandemic workplace.
  • Over one-third (35 percent) of respondents report that their employer has asked them about their working preferences.
  • Managers are twice as likely as non-managers to report that their employer has asked about working preferences.

Comments from global leader and senior vice president, research and total wellbeing, Paula Allen

“Our research indicates a clear connection between feeling valued at work and favorable mental health across the United States. Part of feeling valued is being heard and showing appreciation. We were surprised to see that mid and later career individuals were the most likely to consider resigning as a result of feeling underappreciated. There is a lot of focus on younger employees now, which is important, but that should not mean older employees are taken for granted.”

The full American LifeWorks Mental Health Index™ report can be found here. This month, the report includes additional insights on changes in mental strain and stress, preferences for the post-pandemic workplace environment, impact of salary on job satisfaction and more.

About the Mental Health Index

The monthly survey by LifeWorks was conducted through an online survey from September 2 to September 10, 2021, with 5,000 respondents in the United States. All respondents reside in the United States and were employed within the last six months. The data has been statistically weighted to ensure the regional and gender composition of the sample reflect this population. The Mental Health Index™ is published monthly, beginning April 2020, and compares against benchmark data collected in 2017, 2018, 2019.

About LifeWorks

LifeWorks is a world leader in providing digital and in-person solutions that support the total wellbeing of individuals. We deliver a personalized continuum of care that helps our clients improve the lives of their people and by doing so, improve their business.



Heather MacDonald


Angela Pinzon

Kaiser & Partners

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New Report: 67% of Employees Who Are Ready to Resign Think Employers Have Not Fulfilled Pandemic Promises Around Mental Health and Well-Being

‘Employee Stress Check 2021’ Report By Talkspace for Business and The Harris Poll Finds More than 40% of American Employees are Likely to Change Jobs to Resolve Stress; One in Four Believe Their Physical Health Has Suffered

Nearly 60% of Employees Believe that Supportive Management, Strong Social Office Culture, Mentorship, and More Mental Health Services Can Improve Retention

NEW YORK–(BUSINESS WIRE)–Talkspace (NASDAQ: TALK), a leading online behavioral healthcare company, today released the ‘Employee Stress Check 2021 Report,’ a nationwide survey by Talkspace for Business with The Harris Poll that explores current employee attitudes toward mental well-being and work. The survey of more than 1,000 full-time employees in the United States found that while many have spoken about a great resignation, there is a period of “great reflection” that comes first, one in which chronic stress finally triggers an employee to seek immediate resolution. Talkspace for Business sought to understand the experiences that lead to resignation and what employees and therapists think companies should be doing to better tackle stress. The report details key stress drivers, the impacts of chronic stress, demographic comparisons, and helpful interventions cited by employees and therapists.

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Employers across the U.S. are working hard to modernize the employee experience, yet the cultural shift is immense. As the workplace becomes more complex in regards to employee locations and needs, it is critical for companies to become proficient in recognizing new warning signs of stress and disengagement. In fact, the report found two out of every three employees considering leaving their jobs agree that their employer has not followed through on their early pandemic promises to focus on mental health. Other key takeaways from the survey include:

  • Two of every three employees (67%) who consider leaving their job agree that their employer has not followed through on early pandemic promises to focus on employee mental health. 68% of potential quitters said, “my employer [said] employees should focus on ‘self-care’ but doesn’t provide the resources to do so.”
  • 41% of all American employees are likely to consider a job change to resolve stress. Employees are bypassing helpful company policies, such as changing teams or short-term leaves, in favor of resignation.
  • Nearly 1 in 4 employees believe their physical health has suffered because of their job and at least 25% are underperforming regularly due to stress.
  • Employees under 35 and working mothers are having greater reactions to stress and are most likely to change jobs or careers, or quit in the next six months.
  • Although 52% of all employees report burnout, less than 20% of them are using the company benefits they believe are “most helpful” for mental health. This signals that employees may not be fully aware of what’s available, or may not feel comfortable taking advantage of certain benefits.
  • Nearly 60% of employees believe that supportive management can improve retention. “A manager that prioritizes mental health” is more highly ranked by employees than both a strong office culture and mentorship.
  • Employees want more than pay – six of the top ten reasons employees would stay at a job are connected with management, leadership, and culture across all demographics.

“The data is clear: employees are struggling to find healthy coping mechanisms to manage chronic stress,” said Dr. Varun Choudhary, MD, MA, DFAPA, Chief Medical Officer of Talkspace. “This new study suggests that employee well-being is shaped by many varying experiences — from managerial relationships to workplace policies, and available mental health and wellbeing resources. It’s critical that employers pay attention to pain points and implement effective solutions that counteract chronic stress, enhance workplace culture and improve retention.”

Talkspace commissioned the survey with The Harris Poll. Fieldwork was conducted from July 29 to August 2 among 1,015 full-time employed adults aged 18+ in the United States. For complete survey methodology, including weighting variables and subgroup sample sizes, please contact

To learn more about the findings of the report, read the Employee Stress Check 2021 Report from Talkspace for Business.

About Talkspace

Talkspace (NASDAQ: TALK) is the leading virtual behavioral healthcare company committed to making care more effective, accessible, and convenient. Talkspace addresses the challenges of traditional mental healthcare by combining effective clinical solutions with technology designed for how we live today. The platform is powered by a diverse team of certified mental health specialists in every state providing therapy and psychiatric treatment for individuals, couples, and adolescents. Talkspace therapists meet clients where they are, on their schedules, on any device, via chat, voice, and video. All care is delivered through an easy-to-use and fully encrypted web and mobile platform, consistent with HIPAA and other state regulatory requirements. More than two million people have used Talkspace.

Talkspace for Business, the enterprise division of Talkspace, now covers more than 55 million lives. Existing relationships include leading employers, schools, and the nation’s largest health care plans, including an in-network provider agreement with Cigna.

For more information about Talkspace commercial relationships, visit To learn more about online therapy, please visit: To learn more about Talkspace Psychiatry, please

About The Harris Poll

The Harris Poll is one of the longest-running surveys in the U.S. tracking public opinion, motivations, and social sentiment since 1963 that is now part of Harris Insights & Analytics, a global consulting and market research firm that delivers social intelligence for transformational times. We work with clients in three primary areas; building twenty-first-century corporate reputation, crafting brand strategy and performance tracking, and earning organic media through public relations research. Our mission is to provide insights and advisory to help leaders make the best decisions possible. To learn more, please visit


John Kim | | 310.997.5963

‘Hidden’ OCD Population Costing Payers, Employers Billions Annually

Independent Actuarial Study Reveals Social, Clinical, and Financial Impact of OCD

CHICAGO–(BUSINESS WIRE)–#behavioralhealth–A new national study of one million commercially insured patients found obsessive-compulsive disorder (OCD) as a primary diagnosis is dramatically under-represented in healthcare claims. The research shows this under-representation leads to inappropriate care that promotes healthcare system overutilization and, ultimately, extends the suffering of behavioral health patients.

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The study, “Insights Into the Cost of Care for OCD,” compares the recognized one-year prevalence of OCD in the U.S. population1 to the one-year prevalence of OCD in the IBM MarketScan* commercial healthcare claims dataset. The study results were presented today at the Going Digital: Behavioral Health Tech conférence.

The study found 437 members per million identified as OCD patients in the sample. That’s merely 4% of 12,000 members expected to be identified as OCD patients in a one-million-person sample, based on the recognized one-year prevalence of 1.2% and lifetime prevalence of 2.3% in the U.S. population.2 This indicates 96% of the OCD population in the sample is not being treated for OCD as a primary diagnosis. They are hidden, or “submerged,” within the member population as a result of being unidentified or misdiagnosed.

The study found 437 members per million identified as OCD patients in the sample. That’s merely 4% of 12,000 members expected to be identified as OCD patients in a one-million-person sample, based on the recognized 1.2% U.S. population prevalence2. This indicates 96% of the OCD population in the sample is not being treated for OCD as a primary diagnosis. They are hidden, or “submerged,” within the member population as a result of being unidentified or misdiagnosed.

The likely reason: Patients with OCD are at high risk (up to 90%) of having comorbid conditions3, such as major depression and other anxiety disorders. These comorbidities then become the primary diagnosis and drive the levels of care that OCD patients transition through. The medical evidence, however, indicates that an accurate assessment of OCD and anxiety comorbidities is necessary to achieve a proper treatment.4

As a result, this gross under-representation becomes a revolving door of inappropriate, less effective care that can exceed 30 site-of-service transitions. These care transitions can increase the average annual behavioral health cost for high-acuity members to as much as $125,000 each, compared to $2,600 each for low-acuity members (i.e., indicating a correct diagnosis and level of care).

The study found the total behavioral healthcare cost for the 437 OCD members identified was approximately $12,276 per member, amounting to a behavioral health spend of $5.3 million annually. The total cost of care for the remaining OCD population (the hidden 96%) was roughly $8,6005 per member, amounting to $98.9 million in behavioral health spend, much of which paid for inappropriate or otherwise wasteful care.

Summing it up, the total OCD population, including identified and submerged (hidden) members, reveals that payers are spending about $104.2 million per year per one million members, or $8.69 PMPM6, to achieve unintended outcomes in many, if not most, of these behavioral health cases.

“When you consider the lifetime prevalence for OCD in the U.S. population is 2.3%7, and apply these findings to the entire commercially insured population, you discover payers are losing billions annually by not robustly identifying and effectively treating OCD sufferers in their member populations,” said Stephen Smith, chief executive officer of NOCD. “That’s because OCD often doesn’t hit the primary diagnosis that psychiatrists, psychologists, and clinical social workers use, and many don’t have a large patient roster of people that they perceive to have OCD. And when OCD is misdiagnosed or underdiagnosed, it won’t appear in the claims—so payers don’t know they have a problem, because they can’t see the problem.”

The research project, commissioned by NOCD and undertaken by Santa Barbara Actuaries Inc. (SBA), is based on a one-million-person sample of the IBM MarketScan* commercial healthcare claims dataset. The model has validity for predicting the likely prevalence, costs, and outcomes of a population that mirrors the average U.S. commercially insured distribution.

Analysts looked at millions of de-identified (anonymized) commercial healthcare claims, isolated confirmed OCD diagnoses of health plan members among the total population, and uncovered care utilization patterns and costs related to care transitions. The analysts also created statistically relevant criteria for identification of OCD patients as a submerged population, and a financial model that payers can use to examine outcomes of better screening to identify and treat OCD in co-morbid populations.

“We wanted to study a large population, around a million or so people, because that’s what payers need to see,” said Dr. Jamie Feusner, chief medical officer of NOCD. “That’s when you get to clinical validity—where the sample size is big enough to see variability in the utilization pattern—which is very good for understanding patient journeys or the episode of care, as well as measuring a condition’s prevalence in claims data, and the range of treatment costs. Payers will see that in the study, and can see how that might be affecting their own member population by using the financial modeling tool.”

Ian Duncan, Ph.D. FSA, president of Santa Barbara Actuaries agrees: “The data indicate that this is a missed opportunity for payers and employers to offer their members the right care at the right time. The cost of this identified population is $5.3 million annually, and the cost drivers are high levels of utilization, particularly transitions, through high-cost of care settings in, for example, the emergency room, residential treatment centers, and partial hospital programs.”

The full “Insights Into the Cost of Care for OCD” report is available free of charge to the public, and can be downloaded here. In addition, summary findings from the actuarial spreadsheet can be requested by payers and members of the press via the above link, and payers can also request access to the interactive financial modeling tool.

“This is eye-opening data that can help us change the conversation around mental health, and change how we deliver behavioral healthcare,” said Solome Tibebu, founder and host of the 2021 Going Digital: Behavioral Health Tech conference. “The report shows the potential impact we can have by taking a hard look at the data, and a fresh look at the practices and technologies we use to treat behavioral health conditions. We can advance our understanding of OCD in the population, and introduce better approaches to reduce the high cost of mental health conditions on people and society.”

About the Going Digital: Behavioral Health Tech Conference

The Going Digital: Behavioral Health Tech conference is the leading virtual behavioral health convening for health plans, employers, benefits professionals, health systems, providers, investors, and startups to share best practices for deploying effective, scalable behavioral health solutions to all individuals in light of COVID-19 and beyond. This virtual forum will showcase the changing technological, reimbursement, and policy landscape for telehealth and other virtual behavioral health solutions. Join us and thousands of other healthcare professionals working to make mental health and substance-use care more accessible for all. All proceeds of the event will support BEAM (Black Emotional Mental Health and Wellness Collective).

About Santa Barbara Actuaries Inc.

Santa Barbara Actuaries is an actuarial consulting firm that assists clients in developing economic models to demonstrate the financial efficacy of healthcare devices and intervention programs. Learn more at

About NOCD Inc.

NOCD ( is the #1 telehealth provider for the treatment of obsessive-compulsive disorder (OCD). We help people reclaim their lives with clinically proven OCD treatment, by removing barriers to OCD care, and by reducing the stigma associated with OCD. Our innovative telehealth platform lets members quickly access our national network of licensed therapists who specialize in Exposure and Response Prevention (ERP), the “gold standard” for OCD treatment. Working together with our therapists, patients, health plans, providers, and employers, we are improving the lives of people with OCD. Please visit our website for more information about NOCD.

* Certain data used in this study were supplied by International Business Machines Corporation (IBM). Any analysis, interpretation, or conclusion based on these data is solely that of the authors and not International Business Machines Corporation.

5 SBA’s analysis accounted for 70% of known costs of this population. The Inpatient spend accounts for the remaining 30% was not included, as it could be related to other mental and physical health comorbidities.

6 Per member, per month



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