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The disruption, trauma, and stressors brought by COVID-19 have increased recognition and normalization of workforce mental health needs. Objective: Given the importance of mental health and well-being assessments to employers' efforts to optimize employee health and well-being, this paper reviews mental health assessments that have utility in the workplace. Data Source: A review of publicly available mental health and well-being assessments was conducted with a primary focus on burnout, general mental health and well-being, loneliness, psychological safety, resilience, and stress. Inclusion Criteria: Assessments had to be validated for adult populations; available in English as a stand-alone tool; have utility in an employer setting; and not have a primary purpose of diagnosing a mental health condition. Data Extraction: All assessments were reviewed by a minimum of two expert reviewers to document number of questions, subscales, fee structure, international use, translations available, scoring/reporting, respondent (ie, employee or organization), and the target of the assessment (ie, mental health domain and organizational or individual level assessments. Data Synthesis & Results: Sixty-six assessments across the six focus areas met inclusion criteria, enabling employers to select assessments that meet their self-identified measurement needs. Conclusion: This review provides employers with resources that can help them understand their workforce's mental health and well-being status across multiple domains, which can serve as a needs assessment, facilitate strategic planning of mental health and well-being initiatives, and optimize evaluation efforts. [ABSTRACT FROM AUTHOR]

Many aspects of the workplace such as the work environment, compensation, job security, and demands may affect the health of employees.[21] Additionally, socioeconomic status (SES) variables such as education, gender, and racial and ethnic disparities contribute to the type of work people do, workplace conditions, and earnings. Social determinants of health, social risk factors, and employees' individual social needs can impact employer business performance and profitability.[48] Furthermore, employee performance and productivity may be impacted by chronic conditions caused by SDOH. Employers, too, are addressing social needs of employees through value-based benefit design and by building workplaces that foster fulfilling employee experiences.[53] Employers are considering how employees' functional well-being and emotional intelligence are influenced by social needs by considering employee behavioral health support services.[54] In order to improve health and reduce health disparities, employers will need to follow the health systems' lead by collaborating with community organizations and businesses to address employee social risk factors. [Extracted from the article]

Social determinants of health, social risk factors, and employees' individual social needs can impact employer business performance and profitability.[63] Furthermore, employee performance and productivity may be impacted by chronic conditions caused by SDOH. Employers, too, are addressing social needs of employees through value-based benefit design and by building workplaces that foster fulfilling employee experiences.[68] Employers are considering how employees' functional well-being and emotional intelligence are influenced by social needs by considering employee behavioral health support services.[69] In order to improve health and reduce health disparities, employers will need to follow the health systems' lead by collaborating with community organizations and businesses to address employee social risk factors. While acknowledging that workplace wellness activities, Employee Assistance Programs (EAPs), and workplace health programs are important elements of the overall approach to improving health, addressing the social determinants is a much more "upstream" approach likely to have a greater long-term impact on the mental health of employees and employers alike. For example, an important data point (shown in Table 1) that has informed MHealthy's SDOH efforts is related to employee health-care utilization at U-M. Lower-wage earning employees have, on average, the same health care spend as higher-wage earning employees. [Extracted from the article]