As employee benefits professionals and physicians, we face a critical challenge at the intersection of mental health and musculoskeletal (MSK) pain. We see this costly cycle significantly impacting workforce productivity and healthcare spending every day.
We’ve observed a remarkably prevalent relationship between MSK pain and mental health in our workforce. Research shows up to 85% of employees with MSK conditions report depression, while 65% of employees with depression experience MSK pain. As benefits professionals, we watch this bidirectional relationship create a vicious cycle where each condition amplifies the other. [ Comorbid symptoms of depression and musculoskeletal pain and risk of long term sickness absence ]
We see these combined conditions manifesting through concerning patterns. Employee benefits professionals report that workers experiencing both conditions often lack the energy for health-promoting behaviors, leading to increased isolation and worsening symptoms. Physicians working with employers have noted that depression and anxiety intensify pain perception, making MSK conditions feel more severe than they actually are. We know that work-related stress, reported by a majority of our workforce, can significantly worsen MSK pain.
We’re finding that when mental health and MSK conditions overlap, employees need more frequent and longer treatments. This significantly increases time away from work and disrupts productivity, creating challenges that we as benefits professionals must address.
Traditional treatment approaches focusing solely on physical symptoms often fall short of what we need. As physicians and benefits leaders, we’ve learned that the key lies in addressing both mental and physical health simultaneously. We must implement early identification and prevention programs, while ensuring comprehensive physical and behavioral health coverage. Our most successful interventions come from integrated care approaches that consider the whole person.
We have a clear business case for action. When we proactively address these conditions through innovative care solutions, we can significantly reduce both direct medical costs and indirect productivity losses. Together, physicians and benefits leaders can implement solutions that improve employee well-being while protecting our organizations’ bottom line.