We all know poor mental health can be a problem for employees, but what's often missed is how much of a problem it is for employers. According to figures from the ONS, mental health was the fifth most common reason given for sickness absence in 2022, accounting for 7.9% of occurrences. The financial cost of that mental health-related absenteeism is substantial – it’s estimated that in the 2021-22 financial year, workers suffering from stress, depression or anxiety cost Great Britain £10.58 billion. So there's growing awareness among employers of the need to prioritise mental health – to reduce long-term absence, and to ensure employees are supported to maintain their wellbeing. How insurance can helpTraditionally, Group Income Protection (which used to be known as sick pay) only provided protection for workers after an accident or being diagnosed with a chronic illness. But with YuLife, this policy can also help with mental health issues. This is increasingly important when so many of us are now hybrid or entirely home-based. As Eddie Elias-Kean, a key account manager at YuLife, points out: "Gone are the days where you get to see as many employees across the desk, at the coffee machine or wherever, and think: 'They're not quite themselves; I can tell something's a wee bit different.' So how do you metaphorically keep your arms around your team when they're working from their spare room? How can you read between the lines through Zoom?"This isn't just a problem for white-collar workers, either. "The way shift patterns work in a typical blue-collar role, the manager often doesn't have an in-person connection with the employee anymore," explains Eddie. "We've known managers who only see their workers once every 60 days. So again, it's really hard to spot what's going on." Then, when a serious problem does emerge, whatever help the employer is able to provide may be too little, too late. "Too often, when the employer spots the signs, it's an emergency - a moment of real need." Prevention not cureThis is exactly why YuLife focuses on prevention rather than cure. It encourages small changes in employees' lives that stop problems from emerging, or at least make it easier for them to find help at an earlier stage.This is driven primarily through the YuLife employee app, which rewards YuLife members with vouchers in return for completing tasks such as walking, cycling and mindfulness exercises – healthy habits that can have a big impact on someone’s mental health. Its industry-leading levels of engagement mean the app also serves as an effective hub for existing wellness resources. Most companies provide an EAP (Employee Assistance Programme), but employees often don’t know how to access it, are unwilling to go through their line manager to find out – or don’t even know it exists in the first place."Employers often say to me: 'I give my staff so much but they don't use it,'" says Eddie. "They've made a big investment, but aren't getting bang for their buck.." With the YuLife app, things are different. "So many employees visit our app a few times a day, and there's a wellness hub in line of sight, so they're much more likely to be aware of it," he explains.YuLife x MetLife’s full Group Income Protection proposition includes access to:24/7 confidential EAP and up to 10 counselling sessionsVirtual GP, including private prescription and fit notesBespoke rehabilitation plans for mental health issuesFree subscriptions for leading health apps, including Meditopia and Sleep CyclePolicies that protect Building healthy habits and encouraging early intervention goes a long way to preventing mental health problems, but if they do develop, YuLife protects both the employer and employee. Group Income Protection with YuLife x MetLife pays out a proportioned salary replacement if an employee is unable to work for an agreed duration, due to injury or ill health, and makes no distinction between physical and mental health in this regard. During times of mental health crisis, this can relieve employees' worries about paying the mortgage, rent or bills, which is hugely important, given the close link between financial wellness and good mental health. The amount paid is based on a percentage of the employee’s salary (up to 80%), for as long as five years. The money is first paid to the employer, who then pays it to the employee after National Insurance and tax deduction, as with regular wages. More importantly, making a claim is simple. Employers just have to email claims@yulife.com and they'll be sent a claim form to complete and sign. A dedicated team will then support them through the entire claims process. Focus on rehabilitationGroup Income Protection also funds rehabilitation support services to help get employees back on their feet and back to work.Indeed, Eddie stresses that the emphasis is always on trying to find practical solutions to either keep the person in work, or return them to work, rather than simply signing them off and making a payout. Because ultimately, that's what most employers and employees want. “There are a lot of things that employers could do thanks to YuLife," he says. "Support with the mental health side of things. Support with physiotherapy to address the deconditioning through a work lens, and supporting in setting sustainable stay-at-work or return-to-work plans. Does income protection pay out with depression? Yes. With YuLife, group income protection insurance makes no distinction between physical or mental illness. This means that if an employee is unable to work for a prolonged period due to depression, they’ll be assessed for a percentage of their pre-incapacity income as selected by their employer, so that they can focus on recovery and worry a little less about paying their rent, mortgage or household bills.That said, the emphasis with YuLife is to prevent depression in the first place by encouraging healthy mental and physical habits through, for example, building healthy routines via the YuLife app and providing support through the EAP.Does income protection pay out for stress? Yes. In the event that an employee is unable to work due to stress for an extended period, they’ll be assessed for a percentage of their pre-incapacity income, as selected by their employer, to help them meet their financial obligations and take care of their families. As Eddie explains, "Employees can often suffer from depression or stress in the workplace, caused by a number of factors. At YuLife, we're [also] keen to work with an employer to understand the underlying driver of the depression/stress label." Eddie gives the example of an employee who's suffered from a close family bereavement. "They may be struggling to balance a busy workload in an often changing workplace. As a result, they may not be comfortable confiding in their manager in the loss they've experienced outside of work. With the right support, such as cognitive behavioural therapy and a period of recuperation, a short period of claim consideration may be possible to aid their return to work."What is excluded from income protection?With YuLife's Group Income Protection, there are typically no set exclusions: all employee claims will be considered on their own merit.There is, however, an important consideration around workplace conflict. "When relations between employer and employee have deteriorated and an employee leaves the workplace with a fit note of depression, it's important to understand both the employer and employee perspective," explains Eddie. "What does the employer expect of the employee? Does this balance with what the employee expected? Is the employee's expertise suited to the role they were hired for?" In such a scenario, YuLife works with employers and employees to keep open lines of dialogue. "Workplace conflict in itself is not a reason to pay benefits to keep an employee away from the workplace. Often, we all see getting back to work, even after a short absence or holiday, as getting back to normality. We know that work is good for our health, and it's good to help keep us connected with our friends in the workplace."