Lincoln Financial and Integrated Benefits Institute outline how employers can close workforce mental health gap

New research examines stress, benefit utilization and psychological safety across the workforce; offers a roadmap for more effective employee support

Radnor, PA, August 18, 2026

Lincoln Financial (NYSE: LNC) and long-standing research partner, Integrated Benefits Institute (IBI), released new research exploring how mental health challenges are shaping today's workforce, and what employers can do to offer support. The whitepaper, Putting Mental Well-Being Data to Work: Practical Employer Strategies, combines national industry data with a focused survey of call center environments to better understand the challenges affecting employee mental well-being, the barriers that often prevent people from seeking support and the practical steps employers can take to help employees access the resources they need to thrive.

The new report examines how workplace, demographic and socioeconomic factors affect mental health and found that employees are carrying a significant mental health burden that they may be navigating without knowing that support is available or feeling equipped to use it. Key takeaways from the report include:

• Understanding where support is needed the most: Mental health challenges do not affect all employees equally. Women report lower overall mental health than men (70% of women vs. 83% of men rating their mental health as good or excellent) and are less comfortable discussing it at work (34% vs. 47%, respectively)¹. Younger employees face distinct pressures as well: workers ages 18 to 29 report the highest use of mental health days at 77%, yet the lowest levels of supervisor support at 34%¹. It's critical for employers to ensure that well-being strategies offer a variety of options to meet the diverse needs of their workforce.
• The limits of trust and the importance of psychological safety: According to the report, 28% of employees say they feel uncomfortable or uncertain discussing mental health with their supervisors¹. Even when employees have a good relationship with their managers, they don't necessarily find it easy to share something personal.¹ What may help is fostering a culture where managers consistently show up for their by checking in regularly, modeling openness around well-being and making it clear that support is available without judgment.
• From access to action, why availability isn't enough: More than 75% of call center employees report having access to mental health benefits, yet fewer than half have used them¹. The reasons vary: 59% say they don't need them, 26% cite a lack of time, and 15% point to stigma¹. Additionally, an awareness problem compounds the issue: only 44% find current benefits outreach effective and 32% believe communications need to improve¹. Expanding access is an important first step, but helping employees understand, trust and feel comfortable using available support requires equally intentional investment in education and communication.

"For more than a decade, Lincoln Financial and IBI have worked together to surface opportunities in the employee benefits space to understand the problem and find practical, meaningful ways to help employees get the support they need," said Joanne Rosa, VP, National Accounts and Consulting Practice at Lincoln Financial. "This latest report reflects that shared commitment, and the findings are a clear signal that there is still important work to do. Even as employers make meaningful investments in benefits, gaps in awareness, access and comfort using those resources remain. Closing those gaps starts with making support more visible, more personalized and easier for employees to use in the moments that matter most."

Ultimately, organizations that prioritize employee well-being through clear communication and thoughtful benefits strategies can help employees navigate challenges, build resilience and access support right when they need it. In doing so, they also create stronger, more engaged workforces and healthier organizations.

For more information about the survey, register and view the full webinar replay here. For additional information on Lincoln's workplace solutions, including employee benefits, retirement plan services, and wellness solutions, visit the website here.

¹ Lincoln Financial & IBI, Putting mental well-being data to work, 2026.

Methodology: The Mental Health and Well-Being in Call Center Environments study, is based on a survey of over 1,500 respondents within U.S.-based call centers. The questions for the survey were informed through collaboration with Lincoln Financial's Group Protection Customer Advisory Board, to ensure the reflected real employer challenges. The survey was conducted in March 2025 and examined employee experiences across mental health, well-being, benefits access, workplace support and work-life balance, with analysis segmented by demographic, geographic and occupational variables - including gender, age, income, job function, industry and work model.

About Lincoln Financial

Lincoln Financial helps people confidently plan for their vision of a successful financial future. As of December 31, 2025, approximately 17 million customers trust our guidance and solutions across four core businesses - annuities, life insurance, group protection, and retirement plan services. As of June 30, 2026, the company had $366 billion in end-of-period account balances, net of reinsurance. Headquartered in Radnor, PA., Lincoln Financial is the marketing name for Lincoln National Corporation (NYSE: LNC) and its affiliates. Learn more at LincolnFinancial.com.

About the Integrated Benefits Institute

The Integrated Benefits Institute (IBI) is a national nonprofit organization focused on health and productivity research, providing tools and resources to enhance workplace benefits and employee well-being. IBI's research helps companies connect health-related programs to outcomes that enhance productivity. For more information, visit www.ibiweb.org.

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