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Join Jess Schneider, Senior Director of People Operations at Purpose Brands, LLC, and Mary O. Odafe, PhD, Clinical & Scientific Affairs Liaison at Modern Health, for a conversation on how Purpose Brands has embedded mental health support across the full employee lifecycle—from recruiting and onboarding to leadership development and organizational change. 💡A key insight from their approach: this wasn’t about adding more programs. It was about making support visible and accessible in the moments that already matter—when employees are navigating growth, pressure, uncertainty, or transition. For HR and benefits leaders, it raises an important question: Are your existing benefits designed to support the full range of employee experiences that shape well-being at work? We’ll explore: ✔️ How to embed mental health support into key lifecycle moments ✔️ Ways to increase engagement without adding to benefit fatigue ✔️ Why leading organizations are moving beyond a crisis-only model ✔️ How Purpose Brands has evolved its approach in recent years Sign up to join: https://buff.ly/x2oTjob

Most workers expect AI layoffs as workplace stress and distrust grow

69% of employees believe AI will lead to layoffs at their company within the next three years, and 67% say AI has raised expectations for their performance at work. These findings from Modern Health’s recent workforce data, recently shared in Employee Benefit News, reflect how quickly workplace expectations and emotional strain are evolving alongside AI adoption. In the article, Modern Health Chief Clinical Officer Jessica Watrous, Ph.D., and Chief People & Strategy Officer Alison Borland discuss: - The factors, including AI, contributing to strain across today’s workforce - How rising performance expectations are impacting employee well-being - Why more employees are turning to unhealthy coping mechanisms to manage stress Read more here:

When Ambition Changes in Midlife—And It’s Not Burnout

“Burnout is a syndrome that results from chronic workplace stress that’s poorly managed,” shares Modern Health’s Medical Director Sarah Gupta MD with Flow Space. “It’s the result of a situation you’re in, which is different from making a conscious recalibration based on what really matters to you.” This article explores an important distinction many women may experience in midlife: the difference between emotional depletion and a more intentional reassessment of ambition, energy, priorities, and sustainability. It also touches on how biology, caregiving realities, workplace expectations, and changing reward systems can all influence how work and success are experienced over time. Read it here:

Managers as Multipliers of Organizational Resilience

Managers often become the first place employees turn when something isn’t right. They notice shifts in behavior. They hear concerns in 1:1s. They see the early signals of stress before problems escalate. But most managers were never trained to handle those moments. In our latest article, we explore why manager enablement is one of the most effective ways organizations can strengthen workforce resilience: https://bit.ly/4srqwTq

There are two versions of every employee. The one who slept well. And the one who didn’t. You don’t manage them differently. But they don’t perform the same. In Modern Health research, employees were 55% more likely to report good sleep quality with support. And when sleep improved: ↓ 48% depression symptoms ↓ 38% anxiety symptoms That gap between a well-rested employee and one lacking sleep? That’s where performance gets won or lost. Explore the research: https://buff.ly/QiakuHS

When Ambition Changes in Midlife—And It’s Not Burnout

“Burnout is a syndrome that results from chronic workplace stress that’s poorly managed,” shares Modern Health’s Medical Director Sarah Gupta MD with Flow Space. “It’s the result of a situation you’re in, which is different from making a conscious recalibration based on what really matters to you.” This article explores an important distinction many women may experience in midlife: the difference between emotional depletion and a more intentional reassessment of ambition, energy, priorities, and sustainability. It also touches on how biology, caregiving realities, workplace expectations, and changing reward systems can all influence how work and success are experienced over time. Read it here:

Managing AI Anxiety Across Your Workforce | MH Blog

AI adoption is accelerating in the workforce. So is employee uncertainty. How should HR leaders respond? We break it down here: https://bit.ly/3OLzgp9

Join Jess Schneider, Senior Director of People Operations at Purpose Brands, LLC, and Mary O. Odafe, PhD, Clinical & Scientific Affairs Liaison at Modern Health, for a conversation on how Purpose Brands has embedded mental health support across the full employee lifecycle—from recruiting and onboarding to leadership development and organizational change. 💡A key insight from their approach: this wasn’t about adding more programs. It was about making support visible and accessible in the moments that already matter—when employees are navigating growth, pressure, uncertainty, or transition. For HR and benefits leaders, it raises an important question: Are your existing benefits designed to support the full range of employee experiences that shape well-being at work? We’ll explore: ✔️ How to embed mental health support into key lifecycle moments ✔️ Ways to increase engagement without adding to benefit fatigue ✔️ Why leading organizations are moving beyond a crisis-only model ✔️ How Purpose Brands has evolved its approach in recent years Sign up to join: https://buff.ly/x2oTjob

Coaching Can Improve Mental Health Symptoms and Resilience

In Psychology Today, Jessica Watrous, Ph.D., Chief Clinical Officer for Modern Health, shares peer-reviewed findings from our research showing that coaching delivered inside an adaptive care model can: • Help moderate-need individuals meaningfully reduce symptoms • Help lower-risk individuals stay well • Strengthen distress tolerance and resilience Among participants with elevated symptoms, 72% clinically improved or recovered. This is what adaptive care is built to do: guide people to the right level of support early, effectively, and dynamically while preserving choice. For employers and healthcare leaders thinking about scale and sustainability, the implications are significant. Read the article: https://bit.ly/3MwJw3X

🌖 2:13 a.m. Still awake. ⏰ 6:30 a.m. Alarm sounds. 📝 9:00 a.m. First meeting. Your team member shows up. But they’re slower to process, quicker to feel overwhelmed, and more drained by things that used to feel manageable. Nothing in your systems flags this. But over time, it can compound into missed work days, burnout, and higher health care costs. Modern Health looked at how sleep and mental health build on each other—and how the right support makes a difference. Explore the research findings: https://buff.ly/f4xkbHf

Join Jess Schneider, Senior Director of People Operations at Purpose Brands, LLC, and Mary O. Odafe, PhD, Clinical & Scientific Affairs Liaison at Modern Health, for a conversation on how Purpose Brands has embedded mental health support across the full employee lifecycle—from recruiting and onboarding to leadership development and organizational change. 💡A key insight from their approach: this wasn’t about adding more programs. It was about making support visible and accessible in the moments that already matter—when employees are navigating growth, pressure, uncertainty, or transition. For HR and benefits leaders, it raises an important question: Are your existing benefits designed to support the full range of employee experiences that shape well-being at work? We’ll explore: ✔️ How to embed mental health support into key lifecycle moments ✔️ Ways to increase engagement without adding to benefit fatigue ✔️ Why leading organizations are moving beyond a crisis-only model ✔️ How Purpose Brands has evolved its approach in recent years Sign up to join: https://buff.ly/x2oTjob

Mental health benefits are evolving from crisis-response programs into a more integrated part of workforce strategy. But for many organizations, it can be difficult to objectively assess whether existing support models are keeping pace. 📋️ To help understand what’s working and where care gaps exist, we created a practical self-assessment that covers six key areas: • How quickly and reliably employees can access support • Whether care is proactive or only available in a crisis • The structure of sessions and whether clinical support meets real needs • The quality of providers and how well they fit your teams across different regions • What analytics and outcomes you can actually see and act on • How well your EAP connects with the rest of your benefits ecosystem Find the self-assessment guide here: https://buff.ly/A5dP1Yl

From Benefits to Workforce Strategy: Embedding Mental Health Support Into Everyday Work

As a Client Success Manager at Modern Health, I have the opportunity to partner closely with HR leaders who are deeply committed to workplace well-being and always seeking creative ways to support employees. Jess Schneider, Sr. Director of People Operations at Purpose Brands, LLC, is one of those leaders. Over the years we’ve worked together, I’ve seen her implement innovative ideas for bringing mental health support into moments many organizations overlook—weaving it into recruiting conversations, making it a visible part of onboarding, using coaching as a development resource for a growth-oriented workforce, and finding resourceful ways to expand what’s available to employees. Jess shows up for her people during the hard moments, too. The kind that nobody plans for. And she doesn’t treat well-being as a checkbox. She treats it as essential to her team’s success. That’s exactly the kind of perspective I think more HR and benefits leaders would love to hear—not a polished case study, but a real conversation about what intentional integration actually looks like over time. On June 24, Jess is joining Mary O. Odafe, PhD, Clinical and Scientific Affairs Liaison at Modern Health, to talk through the employee lifecycle moments where mental health support makes the biggest difference—and what it looks like to build this kind of strategy in practice. If you’re looking for ideas you can actually bring back to your team, I’d love for you to join the conversation. Sign up here: https://lnkd.in/gnbSGZga

This June, join LGBTQIA+ Individuals: A Community Space—a discussion-based Circle designed for people who identify as LGBTQIA+ to connect with others, share experiences, and build community. Modern Health Circles are therapist- and coach-led group sessions that bring people together around shared experiences and interests. Participants can learn from specialized facilitators, reflect on new perspectives, and gain practical tools and insights. 🗓️ Upcoming sessions: • June 10 at 3 p.m. ET • June 12 at 6 a.m. ET 💻️ Sign up here: https://lnkd.in/eK7n5w3r

When Employees Trust a Chatbot More Than HR

58% of employees now say they feel safer talking about mental health with an AI chatbot than with their own HR team, according to new data from Modern Health. This is more than just a sign of changing attitudes toward technology. It points to a deeper issue: employees are losing trust in the people and processes meant to support them. As Chief Clinical Officer Jessica Watrous, Ph.D., writes in Psychology Today, "When trust breaks down between an employee and their organization, the consequences are not abstract. They are measurable, and they compound over time." So, what should HR and benefits leaders do next? Dr. Watrous recommends tackling stigma head-on and making sure employees can access mental health support earlier, before issues escalate. For a deeper look at what these trends mean for your organization and how to move forward, check out the full article:

From Benefits to Workforce Strategy: Embedding Mental Health Support Into Everyday Work

As a Client Success Manager at Modern Health, I have the opportunity to partner closely with HR leaders who are deeply committed to workplace well-being and always seeking creative ways to support employees. Jess Schneider, Sr. Director of People Operations at Purpose Brands, LLC, is one of those leaders. Over the years we’ve worked together, I’ve seen her implement innovative ideas for bringing mental health support into moments many organizations overlook—weaving it into recruiting conversations, making it a visible part of onboarding, using coaching as a development resource for a growth-oriented workforce, and finding resourceful ways to expand what’s available to employees. Jess shows up for her people during the hard moments, too. The kind that nobody plans for. And she doesn’t treat well-being as a checkbox. She treats it as essential to her team’s success. That’s exactly the kind of perspective I think more HR and benefits leaders would love to hear—not a polished case study, but a real conversation about what intentional integration actually looks like over time. On June 24, Jess is joining Mary O. Odafe, PhD, Clinical and Scientific Affairs Liaison at Modern Health, to talk through the employee lifecycle moments where mental health support makes the biggest difference—and what it looks like to build this kind of strategy in practice. If you’re looking for ideas you can actually bring back to your team, I’d love for you to join the conversation. Sign up here: https://lnkd.in/gnbSGZga

When mental and physical health challenges overlap, they often reinforce each other, making it harder for employees to recover or stay well without the right support. Our research identified one factor that played an outsized role in long-term improvement: distress tolerance. 💡Distress tolerance is the ability to experience stress, uncertainty, or difficult emotions without becoming overwhelmed or shutting down. In everyday work life, it looks like: • Staying grounded during pressure or conflict • Navigating change without disengaging • Maintaining focus even when stress spikes In our study, improvements in distress tolerance accounted for 97% of long-term improvement in social functioning. That insight reinforces something important for employers: sustainable workforce health depends not only on treatment, but also on building emotional skills that help employees handle real-world stressors over time. Read more about the research in an article by Modern Health’s Sara Sagui Henson, PhD, Associate Principal Research Scientist: https://buff.ly/dceeZNY

When Ambition Changes in Midlife—And It’s Not Burnout

“Burnout is a syndrome that results from chronic workplace stress that’s poorly managed,” shares Modern Health’s Medical Director Sarah Gupta MD with Flow Space. “It’s the result of a situation you’re in, which is different from making a conscious recalibration based on what really matters to you.” This article explores an important distinction many women may experience in midlife: the difference between emotional depletion and a more intentional reassessment of ambition, energy, priorities, and sustainability. It also touches on how biology, caregiving realities, workplace expectations, and changing reward systems can all influence how work and success are experienced over time. Read it here:

HR and benefits leaders are under pressure to show real results from their well-being investments. The question is: how do you turn existing programs into measurable workforce impact? One area with untapped potential is mental health support. Too often, employees only use these resources in moments of crisis. What if you could help your people see mental health as a tool for everyday performance, not just a last resort? Join Modern Health’s Mary O. Odafe, PhD, and Purpose Brands, LLC’s Jess Schneider for an upcoming webinar as they share practical ways to weave mental health support into every stage of the employee experience. You’ll walk away with strategies to boost performance, drive engagement, and make your current benefits matter more—starting now. 🗓️ Wednesday, June 24, 2026 | 9 a.m. PT | 12 p.m. ET 💻️ Sign up here: https://lnkd.in/ehHC6ssT

In recognition of Men’s Health Month, we’re hosting a free provider-led Circle on men’s mental health. Together, we’ll explore the realities shaping men’s mental health today, common challenges that can make it harder to seek care, and practical ways to foster connection, resilience, and well-being. Circles are facilitated group sessions that bring people together to learn from experts, reflect on shared experiences, and build skills in a supportive environment. 📅 Sessions available June 15, 16, and 17 Sign up to join: https://lnkd.in/exZ6hkq7

When Employees Trust a Chatbot More Than HR

58% of employees now say they feel safer talking about mental health with an AI chatbot than with their own HR team, according to new data from Modern Health. This is more than just a sign of changing attitudes toward technology. It points to a deeper issue: employees are losing trust in the people and processes meant to support them. As Chief Clinical Officer Jessica Watrous, Ph.D., writes in Psychology Today, "When trust breaks down between an employee and their organization, the consequences are not abstract. They are measurable, and they compound over time." So, what should HR and benefits leaders do next? Dr. Watrous recommends tackling stigma head-on and making sure employees can access mental health support earlier, before issues escalate. For a deeper look at what these trends mean for your organization and how to move forward, check out the full article:

Join Jess Schneider, Senior Director of People Operations at Purpose Brands, LLC, and Mary O. Odafe, PhD, Clinical & Scientific Affairs Liaison at Modern Health, for a conversation on how Purpose Brands has embedded mental health support across the full employee lifecycle—from recruiting and onboarding to leadership development and organizational change. 💡A key insight from their approach: this wasn’t about adding more programs. It was about making support visible and accessible in the moments that already matter—when employees are navigating growth, pressure, uncertainty, or transition. For HR and benefits leaders, it raises an important question: Are your existing benefits designed to support the full range of employee experiences that shape well-being at work? We’ll explore: ✔️ How to embed mental health support into key lifecycle moments ✔️ Ways to increase engagement without adding to benefit fatigue ✔️ Why leading organizations are moving beyond a crisis-only model ✔️ How Purpose Brands has evolved its approach in recent years Sign up to join: https://buff.ly/x2oTjob

In recognition of Men’s Health Month, we’re hosting a free provider-led Circle on men’s mental health. Together, we’ll explore the realities shaping men’s mental health today, common challenges that can make it harder to seek care, and practical ways to foster connection, resilience, and well-being. Circles are facilitated group sessions that bring people together to learn from experts, reflect on shared experiences, and build skills in a supportive environment. 📅 Sessions available June 15, 16, and 17 Sign up to join: https://lnkd.in/exZ6hkq7

When Employees Trust a Chatbot More Than HR

58% of employees now say they feel safer talking about mental health with an AI chatbot than with their own HR team, according to new data from Modern Health. This is more than just a sign of changing attitudes toward technology. It points to a deeper issue: employees are losing trust in the people and processes meant to support them. As Chief Clinical Officer Jessica Watrous, Ph.D., writes in Psychology Today, "When trust breaks down between an employee and their organization, the consequences are not abstract. They are measurable, and they compound over time." So, what should HR and benefits leaders do next? Dr. Watrous recommends tackling stigma head-on and making sure employees can access mental health support earlier, before issues escalate. For a deeper look at what these trends mean for your organization and how to move forward, check out the full article:

Submit Your Free Demo Request At Modern Health, our mission is to give everyone the care & support they need, whenever they need it. Try our all-in-one global platform with therapists, coaches & extensive digital content.

Submit Your Free Demo Request At Modern Health, our mission is to give everyone the care & support they need, whenever they need it. Try our all-in-one global platform with therapists, coaches & extensive digital content.

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Submit Your Free Demo Request At Modern Health, our mission is to give everyone the care & support they need, whenever they need it. Try our all-in-one global platform with therapists, coaches & extensive digital content.

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Employee Assistance Programs - Mental Health Made Easy 4.95/5 Average Rating For Provider Sessions, Available in 80+ Languages. Learn More Today. Build a Healthier Workplace With Modern Health's Comprehensive Employee Assistance Program. Request a demo Submit Your Free Demo Request

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