Mental Health in the Workplace
December 22, 2021
Mental Health in the Workplace

People across the globe hoped that 2021 would bring an end to the Covid-19 pandemic. Not only did it not end, but we’re bracing as the omicron variant makes its way rapidly across the world.  Depending on where you live, there’s ever-changing guidelines on masking and vaccine mandates, working from home requirements, and remote learning. Just when we think that we’ll return to “normal”, we’re left with the stark realization that we don’t know what normal is anymore.  


Only recently has the topic of mental health started coming up. Whether we realize it or not, this pandemic has taken a huge toll on our mental health, possibly in ways we don’t understand yet. It has placed a huge burden on our already taxed healthcare system. Both adults and children are struggling to get through their day-to-day. Will my workplace shut down again? Will kids be sent home from school to resume remote learning? Have we been exposed to Covid-19 because someone unknowingly brought it into our home or workplace? The questions never end, and with questions come concern and worry about things we can’t control.


If you’re a person who has struggled with your mental health at any time during this pandemic, you’re not alone. As I write this, I think of all the challenges that I’ve had this year – and while everyone’s story is different, each is important. I’m fortunate to work in a place that supports employee mental health and well-being. If you’re anything like me, I’m not the type of person to work from home for an extended time, away from daily interaction with team members and co-workers, clients, etc. I can prioritize my time, but it’s too easy for me to throw in a load of laundry or get up and check what’s in the refrigerator (again). When we first started with lockdowns in 2020, working from home was fun for about the first week, but then I’d had enough. I found myself not stopping at the end of the day, not taking breaks to stretch or even go outside. In fact, I didn’t leave my house - and neither did my husband who also worked from home. My son was sent home from college for his first year to resume his learning online. My daughter was considered an “essential worker”, so she was the only one who could really come and go. That in itself was nerve-wracking!


I knew I was struggling – mostly with all the unknowns of never having been through a pandemic, and the unknown of how long we were going to have to live like this. And then after the first month, I knew I was in trouble. I was frustrated and crying at the drop of a hat; my interactions with some of my co-workers were strained; my brain was muddled with trying to  understanding Covid and how it was affecting my daily work; and change was happening all around me and I couldn’t stop it; I didn’t like it. I needed help, but I didn’t recognize that I needed help. Maybe you’ve felt that way, too?


Working from home lasted about a month and a half, and when I finally returned to the office, I was so happy to be back. But during the time I was away, I noticed that not only had I changed, but other people had changed, too. Even though we were excited to see each other, no one wanted to get too close. We had to wear our masks when we left our cubes or walked into any of the common areas. We stopped meeting in person and continued our team meetings via Zoom. “Lunch and Learns” stopped. We even moved cubes to make sure that everyone was spread out at least six feet or more. The hand sanitizer and wipes were plentiful, too!


We thought we’d be done with this by the end of 2020, but what really happened is we refined our Covid processes and became better at functioning through the day-to-day, but we didn’t necessarily improve our mental health, or our ways of handling the stresses that have come along as a result of a pandemic that doesn’t seem to end. We are still isolated in many ways, working remotely instead of in-person. We are trying to figure out ways we can get back to a normal office setting – pre-Covid. Many people are afraid to come back to the office, afraid of being exposed to Covid, either directly or indirectly. Each day is a challenge in one way or another.


So, what do you do when you’re the one having trouble rolling with the changes and the challenges and you feel like your mental health is suffering? You make sure to reach out and ask for help. According to SHRM in their article “Creating a Mental Health-Friendly Workplace”, you want to make sure that your company is building a workplace that will support you and your mental health through:


•       Awareness – Build an awareness and a supportive culture;

•       Accommodations – Provide accommodations to employees;

•       Assistance – Offer your employees assistance; and

•       Access – Make sure there is access to treatment.


It’s not always easy to tell anyone (especially management) that you’re struggling. I know that firsthand. But it is comforting to know that there’s help. I encourage you to be empathetic to what your employees are feeling. Maybe they need time off, or a lighter workload. Or, if their job function allows it, maybe they can work remotely. Maybe they prefer to come back to the office. Whatever it is, take the time to create and foster open lines of communication. Don’t ignore it or make them think they can’t handle their workload and take it away from them. That only adds to the stress. Look to the Americans with Disabilities Act (ADA) to understand what accommodations are available to employees.


As a business, you can also offer an Employee Assistance Program (EAP). An EAP encompasses a wide range of services, such as:

•       Immediate connection to mental health professionals;

•       Counseling referrals;

•       Virtual concierge services featuring personal assistants available to conduct research, coordinate events, or provide referrals;

•       Financial and legal consultations;

•       Child/eldercare resources;

•       Individualized wellness resources including wellness coaching;

•       Health advocacy resources including claims and appeals management, healthcare billing assistance, prescription information, and provider research;

•       Online access to work/life, wellness, and health advocacy resources via a personalized web portal; and

•       Available to the employee and their eligible family members.


We offer an EAP called Sim“Co-Pilot”. It is strictly confidential and is designed to safeguard an employee’s privacy and rights. Information given to a Sim“Co-Pilot” counselor may be released to your company only if requested by the employee in writing. All counselors are guided by a professional code of ethics.


Personal information concerning employee participation in this program is maintained in a confidential manner. No information related to an employee’s participation in the program is entered into the employee’s personnel file.

During times like these, it’s important to make sure that your employees have access to as many options as possible. Be sure to check your call your health insurance provider to find out your options with regard to mental health counseling. Speak to your primary care physician, and look into paid leaves such as Paid Family Leave (PFL) and the Family and Medical Leave Act (FMLA), or a personal leave of absence.


Don’t wait to talk to someone! You have many resources at your disposal. Covid-19 has turned the world upside down and we’re all trying in one way or another to get back on track. Some need more help than others. Offer whatever help you can. Be kind and understanding. Don’t assume you know what others are going through. Some may choose not to share, but don’t give up. There’s value in helping each other to get through this, so call us because we’re here to help!


Please check out the following resources for additional information:

•       Creating a Mental Health-Friendly Workplace by SHRM

•       How the Pandemic Is Changing Mental Health by Scientific American

•       Coping With Loss — One Step at a Time by AARP

•       The Implications of COVID-19 for Mental Health and Substance Use by Kaiser Family Foundation

•       Conversations Matter Right Now by the Centers for Disease Control

Sign up for our newsletter.

The Hidden Costs of Fragmented Workforce Management Vendors

September 2, 2025
Many businesses rely on multiple vendors to manage critical functions such as HR, payroll/HCM, benefits, commercial insurance, and retirement plans. While outsourcing can provide specialized expertise in each area, using separate providers often creates hidden costs that can quietly undermine efficiency, accuracy, and employee satisfaction. Here’s why integration matters, and how a consolidated approach can save time, reduce risk, and improve the employee experience. 1. Increased Administrative Burden When each service is managed by a separate vendor, administrative work multiplies. Employees and HR teams may spend extra hours logging into different systems to process payroll, submit benefits updates, or manage compliance tasks. Reconciling employee information across multiple portals and coordinating communications between vendors creates unnecessary complexity, which can distract your team from strategic priorities. 2. Higher Risk of Errors and Compliance Issues Fragmentation can increase the likelihood of costly mistakes. Payroll errors, mismanaged retirement contributions, and insurance coverage gaps often occur when systems do not communicate effectively. A single misalignment can have a ripple effect: Incorrect payroll deductions Late or missing retirement contributions Gaps in insurance coverage or compliance violations With multiple vendors, the risk of these errors and their consequences rises. 3. Limited Visibility and Reporting When each service lives in its own system, it’s hard to get a complete picture of your workforce. Without centralized reporting, many businesses struggle to: Analyze labor costs or benefits spending accurately Identify compliance gaps or coverage issues Track trends in employee engagement and retention Limited visibility makes it difficult to make informed decisions and optimize operations. 4. Compounded Costs Paying multiple vendors for separate services often results in more than just the sum of their fees. Each system typically comes with its own implementation, training, and subscription costs, which can quickly add up. In addition, internal administrative hours spent managing vendor relationships, reconciling conflicting data, or troubleshooting errors create a hidden expense that is often overlooked. Businesses may also face unexpected costs when trying to integrate or transfer data between disconnected platforms, or when compliance issues arise due to misaligned processes. Over time, these scattered costs compound, reducing overall efficiency and limiting resources that could be better spent on strategic growth initiatives. 5. Frustrated Employees The impact of fragmentation extends to employees. They may face confusion about where to access benefits or payroll information, experience delays in issue resolution, or encounter inconsistent communications. This frustration can lead to disengagement, lower productivity, and higher turnover. Businesses that integrate these functions provide a smoother, more cohesive experience for employees, resulting in higher satisfaction, better engagement, and a stronger workplace culture. Why Integration Matters Integrating HR, payroll/HCM, benefits, commercial insurance, and retirement services with a single partner simplifies operations, reduces errors, improves reporting, and enhances the employee experience. Businesses that consolidate services gain: Streamlined administrative processes and reduced duplication of effort Improved accuracy and compliance through connected systems Enhanced visibility into workforce metrics and financials Cost efficiencies by eliminating overlapping fees and redundant systems A more consistent, positive experience for employees By managing these services in a unified platform, your business can focus on growth instead of juggling multiple systems and vendors. Take the Next Step If your business is managing multiple vendors for HR, payroll, benefits, insurance, and retirement, it’s time to consider a more integrated approach. Streamlining these services with a single, high-touch partner like Simco can save time, reduce risk, and create a better experience for both your team and your employees.

Strategies for Supporting Employees During the School Year

August 25, 2025
As the 2025–26 school year gets underway, many employees are navigating the dual pressures of professional responsibilities and family life. For parents of school-aged children, this can mean adjusting to new routines, handling childcare logistics, and managing the emotional ups and downs that often accompany the start of the year. For employers, this season offers an opportunity to demonstrate support and strengthen employee loyalty. Below are nine strategies businesses can adopt to help their workforce balance work and family demands more effectively. Flexible Work Options Flexibility remains one of the most powerful ways to support working parents. Allowing employees to shift their schedules, such as starting earlier or later, or offering hybrid and remote work options helps parents handle school drop-offs, pickups, and unexpected schedule changes. For example, permitting an employee to work from home two mornings a week may relieve the stress of managing transportation while ensuring business needs are still met. When employees feel trusted to manage both work and family responsibilities, engagement and productivity rise. Back-to-School Support The transition into a new school year often involves extra expenses and planning. Employers can ease this burden by organizing back-to-school supply drives, offering stipends for educational expenses, or sharing curated lists of local resources like tutoring programs or after-school care. Some businesses even host “lunch and learn” sessions on topics such as family budgeting or time management during the school year. These gestures show employees that the company understands their life outside of work and wants to help them succeed in both areas. Prioritize Mental Well-Being Back-to-school season can be stressful for the whole family, with shifting routines, homework expectations, and social adjustments. Employers can proactively support mental health by promoting counseling services, stress management programs, or mindfulness workshops. Offering access to telehealth therapy sessions or creating quiet spaces in the office for breaks can make a tangible difference. Focusing on mental well-being helps employees feel cared for and creates a healthier, more resilient workforce overall. Paid Time Off for School Activities Balancing school commitments with work obligations can be difficult without supportive policies. By providing paid time off specifically for school-related events, such as parent-teacher conferences, school plays, or volunteering opportunities, employers can reduce the guilt or anxiety parents may feel about taking time away from work. Even a few hours of school-activity leave per semester can significantly boost morale and demonstrate the company’s commitment to work-life balance. Childcare Assistance Childcare remains one of the greatest stressors for working parents. Businesses can step in by offering childcare subsidies, backup childcare arrangements for emergencies, or partnerships with local providers to secure discounted rates. Employers with larger workforces may explore on-site childcare facilities or after-school program collaborations. Even simply sharing information about community resources and vetted childcare options can make a big difference for employees struggling to find reliable solutions. Open Communication Encouraging honest, ongoing conversations between managers and employees is essential. Managers should be trained to ask about potential school-year challenges, such as altered availability during drop-off hours or the need to leave for school events, without judgment. Creating a culture where employees feel safe discussing these needs allows managers to find practical solutions, like shifting deadlines or redistributing workloads, that benefit both the employee and the organization. Employee Assistance Programs (EAPs) EAPs are often underutilized, yet they can be invaluable during the school year. These programs typically offer access to counseling, parenting support, financial planning, and more. Employers should not only remind employees that these resources exist but also explain how they can be used during this time of year. For example, highlighting financial counseling services in September, when school-related expenses spike, makes the EAP more relevant and accessible. Family-Friendly Policies Workplace policies should reflect the realities of family life. Review scheduling practices to avoid early morning or late afternoon meetings when parents are often unavailable. Consider policies that allow parents to swap shifts or trade hours with coworkers. Involving employees in creating or revising family-friendly policies ensures the solutions are practical, widely supported, and foster an inclusive culture that values everyone’s needs. Recognition Matters Acknowledging the extra effort parents put in during the school year can have a lasting impact. Recognition doesn’t have to be large-scale, a personal thank-you note, a shout-out during a team meeting, or a small gift card can go a long way toward showing appreciation. Celebrating milestones, like surviving the first week back to school, helps parents feel seen and valued, reinforcing their commitment to the company. The Bottom Line Supporting employees during the school year goes beyond providing benefits; it’s about creating an empathetic, flexible, and responsive workplace culture. By adopting these strategies, businesses not only help their employees manage family responsibilities with confidence but also foster a more engaged, loyal, and productive workforce.
Is Your Business Ready for New York’s Secure Choice Savings Program (SCSP)?

Is Your Business Ready for New York’s Secure Choice Savings Program (SCSP)?

August 22, 2025
Big changes are on the horizon for New York businesses. Soon, many employers will be required to provide retirement savings options through the state’s Secure Choice Savings Program. If your business doesn’t already offer a retirement plan, now is the time to understand the rules, prepare your payroll, and explore whet

Have a question? Get in touch.