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

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The Employer's Guide to 2026 Minimum Wage Updates

November 5, 2025
As we move into 2026, employers across many states and localities are preparing for significant minimum wage increases. Nearly 20 states and more than 40 local jurisdictions will raise their wage thresholds effective January 1, 2026. This poses important planning, budgeting, and compliance considerations, especially for mid-sized employers like those that partner with Simco, where payroll, HR, benefits and advisory services intersect. Below we’ve summarized key state and local minimum wage updates and outlined the steps you should take now to stay ahead of the changes and mitigate risk. State-Level Minimum Wage Increases (January 1, 2026) The table below highlights selected state increases scheduled for January 1, 2026.

The Benefits of Outsourcing HR: Save Time, Cut Costs, and Boost Engagement

October 24, 2025
When HR Is Overloaded, Your Business Feels It For many small to mid-sized businesses, HR is one of the most critical (and most overextended) functions. From payroll and benefits to onboarding and compliance reporting, administrative tasks can quickly consume your team’s time, leaving little room for strategic work that actually moves the business forward. Sound familiar? You’re not alone. A recent survey from Champions of Change: isolved’s Fourth-Annual HR Leaders’ Research Study found that 51% of HR leaders spend four or more hours a day answering repetitive questions. This time could be better spent on employee engagement, culture, and growth initiatives. When HR teams are pulled in too many directions, the consequences ripple across the entire organization, resulting in missed deadlines, frustrated staff, compliance risks, and ultimately, higher turnover. Why HR Leaders Consider Outsourcing Outsourcing HR isn’t just for businesses without dedicated HR teams. In fact, a survey of 1,000 HR decision-makers found that 76% could benefit from outsourcing certain tasks, even though only 54% currently have plans to do so. HR outsourcing allows organizations to offload both core and strategic tasks, including payroll, benefits administration, recruitment, onboarding, compliance support, performance management, employee relations, and workforce analytics, without adding headcount. This augmentation provides a multiplier effect: a small HR team can function like a much larger one, accomplishing more in less time. By leveraging experienced HR professionals through outsourcing, organizations can free up internal HR teams to focus on initiatives that directly impact business growth, such as talent development, employee engagement, and culture-building. Routine administrative tasks, when handled externally, no longer distract from these high-value priorities. The True Cost of Administrative Overload Overburdened HR teams don’t just affect your internal operations; they impact your employees’ experience. Inconsistent onboarding can create a rocky first impression for new hires. Delayed payroll or benefits questions lead to frustration and decreased trust. Compliance oversights expose your business to fines and legal risk. Even small inefficiencies add up. According to the National Association of Professional Employer Organizations (NAPEO), organizations that leverage an outsourced HR model achieve an average ROI of 27.2% per year, saving around $1,775 per employee while paying $1,395 per employee for outsourced services. That’s not just cost savings, it’s a reinvestment in your team and your business. The Power of Strategic HR Outsourcing Outsourcing doesn’t mean giving up control or handing HR off to a faceless provider. Done strategically, it’s about extending your team. Administrative tasks like payroll, benefits, onboarding, and reporting can be handled efficiently by experts, while HR teams gain confidence that compliance requirements are being met. Most importantly, it frees internal HR to pivot from reactive, day-to-day tasks toward engagement, culture-building, and retention strategies. Outsourced HR support can scale with your business, providing additional expertise during busy periods, leaves of absence, or rapid growth phases. The impact is clear. Teams feel supported, employees feel heard, and the organization operates smarter, not harder. With the right outsourcing partner, a small HR team can act like a team of 10, and a team of five can perform like a team of 25, all while maintaining compliance and efficiency. Retention Starts With the Right Employee Experience When administrative burdens are reduced, HR teams can focus on creating meaningful experiences for employees. Transparent processes around pay, benefits, and policies build trust. Faster, more organized onboarding leaves a strong first impression. Access to modern self-service HCM tools empowers employees to manage their own information, reducing repetitive questions and improving engagement. By leveraging experienced HR professionals to handle gaps in internal processes, organizations can enhance overall employee satisfaction, ensuring every interaction, from onboarding to open enrollment, feels seamless and supportive. A Smarter Approach to HR Means a Stronger Business Across industries, companies are recognizing that HR outsourcing is no longer a luxury. It’s a strategic advantage. Organizations that adopt a blended model of technology and advisory support report measurable reductions in administrative workload, cost savings compared to maintaining fully in-house HR teams, and improved engagement for employees. Strategic HR outsourcing allows internal teams to shift from transactional tasks to big-picture initiatives, creating a more resilient, efficient, and high-performing workforce. At the end of the day, HR isn’t just a function; it’s the backbone of your organization. When it’s overextended, the entire business suffers. But with the right support, HR teams can focus on meaningful initiatives, employees feel more valued, and the business benefits from measurable ROI. Strategic HR outsourcing isn’t about replacing your team, it’s about empowering it. Your people, your culture, and your bottom line all benefit. Curious how Simco's HR Advisory services can help your business? Let's talk today.

Your Medicare Plan Is Discontinued: What’s Next?

October 14, 2025
If you recently received notice that your Medicare plan, or Medicare Advantage plan, is being discontinued, you’re not alone. Across the country (and right here in New York), insurers are scaling back or exiting less profitable markets ( Kiplinger ). While this can feel stressful, there are steps you can take to make sure your coverage doesn’t lapse and to find a better plan for your health and budget. Why Are Plans Being Discontinued? A mix of financial pressure, federal reimbursement changes, and rising health costs is driving insurers to reduce their Medicare Advantage footprints: Some major insurers are cutting back or exiting entire counties. For example, UnitedHealth announced it will discontinue its Medicare Advantage presence in 109 U.S. counties in 2026, according to Reuters . Local carriers in New York are also making changes: MVP is dropping several plans, and CDPHP is eliminating certain drug-coverage options, the Times Union explains . These shifts are happening alongside tighter government funding and increased regulatory strain. Because insurers must absorb the extra cost of covering benefits while meeting regulatory caps (for example, on prescription drug out-of-pocket limits), some plans become financially unsustainable and are discontinued ( the Kaiser Family Foundation ). Steps to Take if Your Plan Is Discontinued Here’s how to act so you don’t lose coverage: 1. Review the notice you received carefully Your insurer is required to send you a non-renewal or discontinuance notice. It often includes deadlines, whether you can enroll through a Special Enrollment Period (SEP), and what options you have. 2. Note the relevant enrollment period The Annual Enrollment Period (AEP) runs October 15 to December 7, 2025 , during which you can switch Medicare Advantage or Part D plans. If your plan was discontinued, some notices allow you to select a new plan until December 31 without penalty. In limited cases, you may qualify for a Special Enrollment Period (SEP) following the discontinuation. 3. Research your options early Don’t wait until the last minute. Compare plans available in your area. Key things to look at: Provider networks: Will your doctors still be covered? Drug formularies: Does the plan cover your medications and at what cost? Premiums, deductibles, and out-of-pocket max: These can vary significantly. Benefit trade-offs: Some plans reduce supplemental benefits (vision, dental, wellness perks) when trying to maintain financial viability. 4. Enroll in the new plan Submit your enrollment by the relevant deadline (typically December 7 for the Annual Enrollment Period (AEP). However, If your plan was discontinued, you may have until December 31 to choose a new one without penalty). Make sure the new plan starts January 1 to avoid coverage gaps. 5. If your plan wasn’t discontinued, still review Even if your current plan remains active, benefits, networks, and costs often change each year. It’s wise to compare alternatives anyway, especially after insurer shake-ups. Why Timing & Support Matter Delays cost you: Failing to enroll by deadlines could mean losing drug coverage or being locked into a less ideal plan. Support can ease the burden: Licensed agents can help you compare side-by-side, explain trade-offs, and guide you through enrollment. You deserve the best match: Everyone’s health and financial needs differ. Don’t settle for the first available option unless it truly fits. How Simco Can Help At Simco, we understand the stress of sudden plan changes. Our licensed insurance advisors are ready to: Help you interpret your discontinuance notice Compare plan options available in your area Assist with enrollment paperwork Explain benefit trade-offs and cost implications You don’t have to navigate this alone. Whether your Medicare Advantage plan was discontinued or you’re simply exploring your options, our team is here to support you. Contact us today to schedule a 1-on-1 consultation, and let us help you find the plan that keeps you covered and confident in 2026 and beyond.

Have a question? Get in touch.