Governance, Risk & Compliance

US Nationwide Compliance Updates for Workplace Mental Health Education

HR teams need to stay compliant and minimize risks. New regulations crop up every year. The following are risks TILT (Trauma-Informed Leadership Training) has identified and can help mitigate.

Increasingly, states and federal entities are encouraging employers to create Behaviorally Healthy Workplaces. This includes educating employers on mental health accommodations, promoting inclusive environments, and implementing workplace mental health policies as outlined by the U.S. Surgeon General. This shift not only reflects a regulatory trend but also the societal push to reduce stigma and burnout, particularly following COVID-19’s impact on workplace well-being

The Equal Employment Opportunity Commission (EEOC) has prioritized eliminating mental health discrimination under the ADA. Their 2024-2028 Strategic Enforcement Plan emphasizes protections against discrimination for employees with mental health conditions like anxiety, PTSD, and depression, which now represent about 30% of ADA discrimination claims. The EEOC is encouraging employers to provide reasonable accommodations, such as modified work schedules and remote work, to prevent discrimination against individuals with mental health conditions​.

State-level enforcement of the MHPAEA is tightening, especially regarding insurance transparency and access to mental health benefits. States like Massachusetts and Wyoming have enacted laws mandating compliance with federal parity laws, which require that mental health benefits be equal to medical benefits. New legislation allows state insurance departments to audit and penalize non-compliant insurers, pressing employers to offer adequate mental health benefits, and increasing their accountability in managing these policies​.

Increasingly, states and federal entities are encouraging employers to create “behaviorally healthy workplaces.” This includes educating employers on mental health accommodations, promoting inclusive environments, and implementing workplace mental health policies as outlined by the U.S. Department of Health & Human Services. This shift not only reflects a regulatory trend but also the societal push to reduce stigma and burnout, particularly following COVID-19’s impact on workplace well-being

This is just a handful. Additional State and federal mandates and compliance regulations likely apply. TILT is prepared to offer you the certified training your organizations needs to remain compliant when it comes to remaining current on trauma-informed training ethos.