Spring Health

Connection and belonging are at the core of collaboration, productivity, and organizational success. And it doesn’t just happen magically—it requires intentional, structured approaches, like: 🌿 Clearly connecting employees to your organizational mission 🌿 Designing environments that naturally encourage meaningful interactions 🌿 Recognizing employees and managers who proactively build relationships that foster inclusive, supportive workplaces While it might seem like a soft metric, Spring Health’s April Koh emphasized the importance of investing in connection at our recent event, Rooted. Check out the full session here: https://bit.ly/4qtD8J7

Specialty Care has been one of the most powerful examples of what’s possible when care is coordinated, accountable, and built around outcomes. By building an integrated, in-network ecosystem from day one, Spring Health and its partners help employers achieve better clinical outcomes while driving measurable ROI through lower total cost of care.

As we launch into 2026, Spring Health Specialty Care was recently recognized as one of Spring's fastest growing offerings in the company's history! Employers are increasingly frustrated with the scattershot approach to care for those with acute behavioral health needs that, far too often, ends up out of network and with no measurable indication of improvement. Spring is the only behavioral health company where providers are on its platform for 100% of care appointments--creating a best-in-class collaborative care model and industry-leading performance guarantees for clinical outcomes and financial savings. As proud as we are about Spring's own provider network, we're also very grateful for our partners at Within Health, Recovery Centers of America, Emora Health, Hazelden Betty Ford Foundation, Carrum Health, and others who work with Spring to ensure a seamless ecosystem of care for our employer customers and their employees and dependents! To a great 2026 as we work to ensure every barrier to mental health is eliminated. Special thanks to Adam Chekroud and April Koh for their leadership as we continue to expand our services for our customers and members.

Employee burnout is costing U.S. businesses up to $190 billion annually. But here's what most organizations miss: it's not about adding more wellness perks. It's about addressing what's systematically draining your people. When energy drainers consistently outweigh the givers, employees feel burned out. And the ripple effects show up everywhere: in rising healthcare claims, increased turnover, productivity loss, and disengagement. The organizations that will thrive in 2026 and beyond aren't just offering surface-level solutions. They're investing in comprehensive, clinically validated mental health support that identifies burnout risk early, personalizes care, and equips managers to lead with empathy. Because when your people have the tools to manage their energy and access to meaningful support, everyone wins—employees, leaders, and your bottom line. Burnout prevention isn't a nice-to-have. It's a business strategy.

Late diagnosis. Years of struggling. Finally understanding "why." These stories aren't rare. With 1 in 5 people identifying as neurodivergent, your teams include employees who've navigated careers without the right support—or even a diagnosis. Only 7% of organizations have a formal neurodiversity plan, and 72% of HR teams report lacking the tools to address neurodiversity in the workplace. The cost of this gap? Untapped potential, burnout, and employees who can't show up as their full selves. That's why we built the Neurodiversity Hub, a dedicated space within Spring Health that provides: ✅ Fast access to specialized therapists and coaches (appointments available in one day or less) ✅ 130+ expert-designed resources in 51 languages covering ADHD, autism, executive functioning, and workplace inclusion ✅ Nationwide pediatric neuropsychological evaluations, reducing wait times from months to days ✅ Support for employees, their families, and managers—at no extra cost When people understand how they work best, everyone benefits. Stronger engagement. Better collaboration. More innovation. Learn more: https://bit.ly/4pTqvWP

Not all winter struggles are the same—and that matters. Knowing the difference between temporary winter blues and a mental health condition like seasonal affective disorder or depression can help you understand what you’re experiencing and know when to ask for help. Winter blues looks like: — A temporary dip in mood or energy — Sluggishness, irritability, sleep changes — Continuation of everyday functioning — Often improves with sunlight, movement, routine, and social connection Seasonal Affective Disorder looks like: — Depressive symptoms that show up around the same time each year (often winter) — Persistent low mood, fatigue, changes in sleep or appetite — A loss of interest in things you used to enjoy — Symptoms that last for weeks or longer and interfere with daily life Major Depressive Disorder looks like: 
— Depressive symptoms that aren’t tied to a season — On-going low mood for most days for 2+ weeks — Loss of pleasure, motivation or hope — Changes in sleep, appetite, focus, or self-worth — Can occur any time of the year and may not lift with seasonal changes 🩵 Whatever you’re feeling this winter, know you’re not alone and help is available.

The future of mental health at work isn’t just about going with the cheapest solution and expecting change. It’s about finding the right solution that delivers true ROI for your organization. In November, we hosted #Rooted, an inspiring conversation on how business leaders can navigate the biggest mental health challenges and opportunities facing today’s workforce. Kelly Ellis of Piper Jordan shared this invaluable insight. The businesses that win in 2026 are the ones focused on smart investment in mental health solutions that work.