May is Mental Health Awareness Month—Are Your Employees Using the Support You Offer?

May marks Mental Health Awareness Month, and for school district employees and educators, it couldn’t come at a more critical time. As the school year winds down, deadlines pile up, testing season peaks and burnout becomes a quiet but persistent presence in schools nationwide.

It’s the perfect moment to pause and ask: Are your employees aware of the mental health resources available to them?

Whether your district offers an Employee Assistance Program (EAP), mindfulness tools, or other forms of professional counseling, now is the time to spotlight what’s in place and to encourage your valued employees and educators to utilize them to their benefit.

Why Mental Health Support Matters Now

The pressure school district employees face isn’t new. A 2022 RAND study found that teacher burnout, in particular, is among the highest of all professions and that nearly 60% of teachers reported feeling frequent job-related stress.

That stress doesn’t just stay with them; it shows up in classrooms, student/parent interactions, and educational outcomes. When staff feel overwhelmed and unsupported, students’ experiences suffer.

Supporting mental health is important. It has been proven to tie to retention, performance, and culture directly.

What Mental Health Support Looks Like 

School district employers often provide a range of mental health benefits, but many of them go underutilized. Here’s what may already be in your toolkit:

• Employee Assistance Programs (EAPs)
  Confidential counseling, legal and financial advice, and crisis support—at no cost to the employee. EAPs are a powerful tool, but not everyone knows what’s included or how to access them. 
• Mindfulness and Wellness Apps
  Tools like Headspace or Calm offer guided meditation, breathing exercises, and stress relief that can be available anytime on mobile devices. Some districts have free subscriptions available for staff, but they may not be widely promoted. 
• Stress Management Resources
  In-person or virtual workshops, mental health webinars, and even printed resources in staff lounges can give employees and educators new ways to cope. 
• Access to Counseling and Support
  Whether through health benefits or a third-party provider, offering access to therapy and mental health professionals is important. 

How to Help Your Employees Feel Comfortable Using Mental Health Resources

Want your mental health offerings to make an impact? Here’s what makes the difference:

• Normalize the Conversation
  Leaders and managers should openly discuss mental health and share their own experiences when appropriate. Mention it in newsletters, meetings, and company updates. 
• Make It Clear and Easy to Find
  Use every available channel: staff newsletters, benefit portals, and onboarding materials, all to clearly explain what’s available. A simple flyer in the breakroom can go a long way. 
• Create a Supportive Culture
  Acknowledge participation in wellness programs and promote self-care activities. Regularly ask for employee input on what they need to feel supported. 
• Reminders with Purpose
  Monthly wellness emails, casual check-ins, or posters during high-stress times (like state testing) can help remind staff what’s available without being intrusive. 

Determine What’s Working and Adjust Accordingly

Mental health programs shouldn’t run on autopilot. Use May Mental Health Awareness Month as a checkpoint to see what’s helping your employees, what’s helping your team.

• Review Utilization
  Look at aggregate usage data from your health plan, EAP, wellness platform and other tools and resources, as well as participation in wellness-related activities and events 
• Evaluate Outcomes
  Evaluate absenteeism, turnover, HR complaints related to stress or burnout, gain insight. Lower levels or a declining trend may be indicative of what’s working, while increased levels may be a telling sign of what’s not working. 
• Gather Feedback
  Issue an anonymous survey to employees and gather feedback about what’s working—and what’s not. Do they know what’s available? Are resources easy to use?
  Have those resources helped reduce stress, improve well-being, or boost productivity?
  What could be improved or added? 
• Benchmark Your Data
  Compare your utilization and satisfaction rates with national or industry averages (e.g., through SHRM, Gallup, or benefits providers). Ask your peers and colleagues that work at other districts what resources and tools they are having success with, and which ones they are not. 

If the data shows people aren’t using certain tools, it’s time to rethink how those tools and benefits operate, how they are introduced and promoted, and if they should continue to be offered at all.

Now Is the Time to Act

Educator burnout doesn’t end when summer begins. The habits and support systems put in place now can carry into the next school year and beyond. 

Contact VSMG today to learn how we can help your organization support educator mental health while improving employee satisfaction.

Built by and for Arizona public sector employers, VSMG has helped school districts, cities, and municipalities develop smarter benefits strategies for over 20 years. Let’s make sure your educators get the support they deserve.