"Our results show that from the employer's perspective, adequate mental health coverage for employees can yield tangible benefits at the bottom line," said David Salkever, PhD, lead author of the study and a professor with the School's Department of Health Policy and Management.
Dr. Salkever and colleagues Judith Shinogle of the University of South Carolina College of Pharmacy and Howard Goldman of the University of Maryland School of Medicine analyzed the mental health benefits of 116 U.S. firms. They also examined the mental health disability claims of 407 employees, from these firms, who were on long-term disability leave.
After adjusting for a number of variables, the analysis showed that deductibles greater than $600, long waiting periods for treatment of preexisting conditions, and carve-out benefits, were consistently associated with a lower probability that a disabled employee would return to work. However, employees with carve-out benefits plans were on disability for shorter periods of time. The researchers suggested these employees may retire sooner rather than return to work.
The researchers also examined the impact of employers' disability management practices on the likelihood employees would return to work. They found that companies where internal management of health and disability benefits were integrated in the same unit had better return to work records, while giving front-line managers disability management responsibilities did not promote return to work.
"Return to Work and Claim Duration for Workers with Long-Term Mental Disabilities: Impact of Mental Health Coverage, Fringe Benefits, and Disability Management" was written by David S. Salkever, Judith A. Shinogle, and Howard Goldman.
The research was funded by grants from the National Institute of Mental Health.
Link to the Johns Hopkins Bloomberg School of Public Health at http://www.jhsph.edu.
Journal
Mental Health Services Research