You’re investing in mental health care—but are your employees actually getting it? In many traditional EAPs and health plans, ghost networks make it seem like help is available when it’s not. As a result, employees go without care, burnout rises, and your investment goes to waste. Ghost networks aren’t just a hidden flaw—they’re a serious threat to your workforce’s well-being. 

What is a ghost network?

You reach out for help and hit a dead end. The number’s disconnected. The therapist isn’t accepting new clients. They don’t take your insurance anymore. It’s like chasing a mirage. This is a ghost network—provider directories that look full on paper but fall apart when people actually seek care. 

Ghost networks aren’t just frustrating, they’re a serious barrier to mental health care. People are left waiting, discouraged, or giving up altogether. And when employees can’t get the support they need, performance, morale, and retention suffer.

Ghost networks include:

• Retired, relocated, or out-of-network providers
• Disconnected or wrong phone numbers
• Offices that no longer exist
• Therapists with full caseloads or mile-long waitlists
• Clinicians who never accepted your insurance—or no longer do
• Directory errors and outdated information

Take Paul, for example. After weeks of feeling overwhelmed, he reached out for help through his health plan. He called several therapists: one number was disconnected, two weren’t accepting new clients, and one therapist had left the practice—three years ago.

By the end of the week, he felt even more discouraged. “I worked up the courage to ask for help—and it felt like no one was there,” he said.

This is the hidden cost of ghost networks. They create the illusion of access but leave people stranded when they need help most. They don’t just waste time—they delay or deny critical care.

The hidden cost of ghost networks

Ghost networks carry real consequences for both employees and employers. 

For employees:

• More than half of U.S. adults with a mental illness go without treatment, and ghost networks are part of the problem
• When in-network care is a dead end, people are forced to go out-of-network, driving up costs—or they give up on care entirely
• People spend hours chasing disconnected numbers or unavailable provide, which is exhausting and delays recovery
• Ghost networks hit marginalized communities the hardest, widening existing gaps in mental health access
• Over time, barriers to care erode trust in benefits, employers, and the hope that help is even possible

For employers:

• Delayed or missed care can lead to reduced productivity and higher rates of burnout and turnover 
• Out-of-network claims drive up company health care costs 
• Ghost networks block ROI – no access means no measurable outcomes
• Ghost networks stall DEI and retention since marginalized employees are disproportionately impacted when support falls short

If your people can’t access care, it doesn’t matter what your benefits look like on paper. The experience is the benefit. And ghost networks are breaking it.

How to avoid ghost networks

Traditional mental health benefits haven’t kept pace with today’s needs. Beyond ghost networks, many offer too few sessions, limited navigation support, and care that isn’t always evidence-based. They often can’t handle complex or ongoing mental health issues, and employees are noticing.

It’s time to stop settling for broken, costly systems. Instead, look for mental health solutions with:

• Accurate, real-time availability: No guessing. No ghosts. Just providers who are ready to help.
• Fast appointments: Days, not weeks. Because when someone’s struggling, they can’t afford to wait.
• Personalized matching: Care from providers employees connect with and trust.
• Culturally responsive care: Providers who understand and reflect the lived experiences of your diverse workforce.
• Human support, not just a directory: Guided care navigation, so employees have a clear path to right kind of care

Behind the scenes, strong partners will:

• Guarantee access to care and track follow-through
• Audit and update provider directories regularly
• Confirm provider availability and network status in real time
• Power search and booking with AI matching and specialty filters
• Highlight providers who are actively accepting new patients
• Collect member feedback and continuously improve the experience

This is how you move from a ghost network’s illusion of care to real, life-changing support. It’s how you build trust—and get results.

Rethink your mental health benefit

If you spot a ghost network, it’s time for a change. Start by asking:

• Can employees actually access care when they need it?
• Are provider directories accurate and updated regularly?
• Is the care evidence-based and able to support a range of needs, from everyday stress to complex conditions?
• Do employees get help finding the right provider, or are they left to figure it out on their own?
• Is care culturally responsive?
• Are you seeing the outcomes you expect?

If the answer isn’t clear, it’s time to explore alternatives.

Lyra is a comprehensive solution that checks all these boxes. With fast access to one of the biggest owned networks of high-quality providers, proven care models, and personalized support, we make it easier for people to get better—and for employers to see results.

When life gets overwhelming, mental health coaching helps people stay focused, solve problems, and bounce back. It’s approachable, skill-building support that tackles challenges early—before they turn into something bigger. So what is mental health coaching, and why are more companies offering it?

What is mental health coaching?

Mental health isn’t one-size-fits-all. Therapy is a powerful tool for more serious challenges, but not everyone needs that level of care. Some people need support navigating everyday stressors. Others may not feel ready for therapy, and coaching offers a more approachable way to tend to your mental health

Mental health coaches help people build greater awareness of their emotions, thoughts, and behaviors—and apply practical tools to navigate life’s challenges. They affirm each person’s strengths, spark motivation for change, ask thoughtful questions that shift perspective, and provide accountability along the way. This personalized support helps people:

• Identify strengths
• Navigate challenging emotions
• Respond more effectively to unhelpful thoughts 
• Improve communication and relationships 
• Connect with their values
• Make difficult decisions
• Improve problem-solving
• Manage stress and burnout
• Improve health behaviors

Compassionate support from a coach helps people develop greater clarity and resilience, so they can make better decisions, strengthen relationships, and handle challenges with more ease. Whether it’s navigating a tough conversation at work or demonstrating patience during a stressful moment at home, mental health coaching helps people show up with intention and respond more thoughtfully. 

For employers, investing in preventive care like coaching pays off. Promoting resilience and addressing milder issues can prevent more serious mental health challenges down the road. But not all coaching programs are created equal.

Lyra raises the bar for mental health coaching

Lyra’s coaching program stands apart with a rigorous, evidence-based approach designed to deliver real results. Here’s what makes it different:

#1 Grounded in research

Lyra coaching isn’t the life coaching your high school friend has been promoting on social media. It’s built on proven therapeutic techniques like cognitive behavioral therapy (CBT), acceptance and commitment therapy (ACT), and dialectical behavior therapy (DBT). These approaches offer real-world tools to manage stress, shift unhelpful thinking, and bounce back from setbacks.

#2 Support beyond the session

Progress doesn’t stop when the session ends. Lyra coaches offer digital exercises, guides, and lessons to reinforce learning between appointments—so new skills stick.

#3 Highly trained, carefully selected

Only 7% of coaching applicants are accepted into Lyra’s program. All coaches are accredited by the International Coach Federation, complete six months of intensive training, and participate in ongoing consultation and training to maintain a high standard of care.

#3 Collaborative care model

Our coaches work hand-in-hand with licensed clinicians to ensure seamless, high-quality support. They also take part in regular peer consultation groups, session reviews, and continuing education—something you won’t find in most coaching programs.

#4 Measurable impact

We use validated assessments to track clients’ progress in mental well-being, stress, depression, and anxiety. This allows coaches to tailor support and ensures the program is delivering meaningful results.

#5 Smart matching

Lyra uses AI-powered matching to connect people with the right coach from the start. And if someone needs a higher level of care, our coaches are trained to recognize it and coordinate a smooth transition to the appropriate care.

#6 Flexible, accessible support

Whether employees prefer live video or messaging-based sessions, Lyra meets them where they are. Booking is easy, and coaching is designed to fit into real life—not interrupt it.

“My coach has been incredibly helpful to the point where even my friends and family have noticed a difference and it’s only been three weeks. So grateful for my coach and Lyra!”

-Lyra member

Who is mental health coaching for?

Coaching is ideal for mild to moderate challenges that may not require therapy but still impact well-being and productivity. These include:

• Stress or burnout 
• Parenting stress
• Difficult decisions
• Feeling stuck or finding direction
• Grieving a loss
• Relationship challenges
• Work-life balance
• Perfectionism or imposter syndrome
• Life transitions
• Navigating challenging emotions (like sadness, worry, or anger)
• Identity-based stress (like discrimination)

Build a stronger, more resilient workforce

Mental health coaching helps employees develop the tools they need to thrive—at work and in life. By supporting everyday well-being, you create a workplace where people feel empowered, energized, and ready to bring their best.

You knew this day would come—but it still hurts. When a child leaves home, it’s common to feel the weight of empty nest syndrome. What you’re feeling is completely natural. You’re not alone—and there’s support to help you through it.

What is empty nest syndrome?

Empty nest syndrome isn’t a formal diagnosis, but it’s a very real and common emotional experience for many parents. It describes the sense of loss, sadness, or disorientation that can come when children grow up and leave home. It’s more than just goodbye—it’s the quiet house, the empty bedrooms, the long stretches between texts. Many parents feel a mix of emotions, from pride and relief to loneliness, grief, or even a loss of identity. For many empty nesters this time also stirs up questions about purpose, aging, and “what’s next.”

Becoming an empty nester can be especially difficult for parents who:

• Are navigating other big life changes
• Have experienced difficult losses in the past
• Have few social connections outside of parenting
• Are facing relationship challenges with a partner
• Don’t have a strong support system to lean on

What empty nest syndrome can feel like

When a child moves out, it’s not just a change in routine—it can feel like the ground beneath you has shifted. One day, your home is full of noise, schedules, and little moments of connection. The next day, there’s quiet—and a whole lot of space to figure out what’s next.

Empty nest syndrome can show up in many ways as you adjust to a life that feels suddenly and profoundly different. Common symptoms of empty nest syndrome include:

• Sadness – You might feel down or teary more often than usual. 
• Worry – Concern about your child’s safety, choices, or future can take up a lot of mental space. 
• Grief – Major changes—even joyful ones—can bring up a deep sense of loss. 
• Loneliness – The house might feel eerily quiet. The absence of those daily interactions can be jarring. 
• Stress – Adjusting routines and redefining relationships can be emotionally taxing. 
• Changes in relationships – An empty nest can impact connections with your partner, family, or friends. You might find a need to relate differently. 
• Loss of purpose – Without the daily rhythm of parenting, questions like, “Now what?” may come up. 
• Identity shift – If parenting has been a key part of your identity, it can be hard to know who you are with an empty nest.

All of that is normal. But if a couple of months pass and you still feel overwhelmed by emotions or stuck—like you’re losing interest in things you usually enjoy, withdrawing from others, or leaning on unhealthy coping strategies—it may be a sign you need more support. 

A mental health professional can help you process these emotions, reconnect with yourself, and feel more grounded in this new phase of life.

How to deal with an empty nest 

One of the hardest parts of an empty nest is figuring out who you are when your daily life no longer revolves around your kids. But alongside the grief, there’s also space to discover yourself and what brings you joy.

Here are some words of advice for empty nesters:

#1  Let yourself feel it

You don’t have to “power through.” Tears, uncomfortable silence, even a little restlessness—it’s all normal and healthy. Be present with what you’re feeling instead of constantly trying to stay busy to avoid it. These transition-related emotions will not last forever. 

#2 Reclaim your identity

You’ve spent years showing up for your child—now it’s time to invest in you. Whether it’s renewed focus on work, discovering hobbies, friendships, volunteering, or exploring something new, your life is still unfolding, your sense of meaning and purpose is shifting.

#3 Give yourself (and your child) some space

It can be tough to let go, especially if you’ve been deeply involved. But loosening the reins helps you adjust to an empty nest and gives you and your child freedom to grow into this next phase.

#4 Focus on the positives 

Empty nest syndrome can be painful—but there can also be joy. Fewer chores. More quiet. Spontaneous nights out or weekend trips. Life might feel unfamiliar at first, but it also holds new freedoms worth embracing.

#5 Reconnect with others

Whether you’re partnered, single, or recently divorced, this chapter can shift how you relate to the people in your life. With parenting no longer at the center, there’s space for empty nesters to reconnect with a partner, deepen friendships, or explore new connections that bring you joy and support.

#6 Get support 

Therapy isn’t just for a crisis—it’s for growth, identity shifts, and finding your footing again. Whether you’re grieving the loss of a role, managing anxiety, or just unsure of how to move forward, talking to someone can help you make sense of it all.

The start of something new

Letting go isn’t easy, but it can lead to new beginnings. With the right support, you can navigate empty nest syndrome and make the next chapter one of growth, meaning, and rediscovery.

Women manage a lot—careers, caregiving responsibilities, and the often invisible emotional labor that keeps so many things running. This often happens while enduring unspoken physical and mental health changes. Yet despite making up nearly half of the U.S. workforce—and the majority of the college-educated labor force—women are still under-supported at work. When their mental health needs go unmet, it doesn’t just affect women in the workplace—it affects teams, culture, and the bottom line.  Employers have the power to change that.

Hurdles for women in the workforce 

Many organizations are making progress to increase awareness, but challenges that uniquely affect women’s health and success too often go unaddressed. Problems women face in the workplace include:

Lack of support for rising stress

Almost half of women in the workplace say they’re concerned about their mental health, yet many don’t feel comfortable opening up about it at work. Without meaningful support from employers, stress and burnout can quickly intensify—taking a toll on both well-being and performance.

Bias and barriers 

Whether it’s being talked over in meetings, having their expertise questioned, or not receiving due credit for their contributions, women—especially black women in the workplace—deal with bias. Nearly half of women report experience of discrimination in the workplace, which can lead to stress, anxiety, and even PTSD over time.

Workplace harassment 

While speaking up about harassment has become more normalized, many workplace cultures still make it difficult for women in the workplace to report misconduct without fear of retaliation or being dismissed. Transgender women, in particular, are also more likely to experience unique safety concerns. These can leave them in unsafe or hostile work environments, affecting their well-being and job satisfaction.

A persistent pay gap

Women still earn less than men for the same work and are less likely to get promoted. Without strong advocates or fair policies, talented women can end up stuck, overlooked, and underpaid.

Financial stress and job instability

Women are disproportionately affected by financial stress, job insecurity, and cuts to social programs. This adds another layer of anxiety that can impact both work performance and mental well-being. Lyra’s latest State of Workforce Mental Health found women are more likely than men to report being “in crisis” or “struggling,” while men were more likely to describe themselves as “thriving” or “excelling.”

Rigid policies 

Organizations that lack flexibility tend to hit women in the workforce hardest, especially those with caregiving responsibilities. Since women are more likely to be primary caregivers, rigid schedules can force difficult career decisions. 

Biology is a misunderstood reality

Women are at higher risk for conditions like anxiety, depression, PTSD, osteoporosis, and autoimmune diseases. There’s also consistent evidence suggesting that physical and mental health risks are greater among trans individuals due to ongoing systemic and interpersonal harassment and discrimination. Yet these health concerns are often overlooked at work. In addition, important experiences related to women’s health—such as menstruation, fertility challenges, menopause, and gender-affirming medical care—remain stigmatized, leaving many without the understanding or support they need.

6 tips: empowering women in the workplace

Supporting women’s mental health is essential for retention, engagement, and overall workforce well-being. Here are a few ways organizations can create real change:

#1 Champion inclusion and equity

Creating a workplace where women feel valued takes more than good intentions—it takes action. Provide training that addresses bias, gender norms, and microaggressions. Recognize that women’s experiences aren’t one-size-fits-all—factors like race, sexual orientation, and parental status all intersect with each other and shape the unique experiences of women at work. 

Organizations with female leadership in the workplace don’t just check a diversity box—they perform better. In fact, executive teams with more gender diversity are 25% more likely to beat the competition on profitability. Still, at the current pace, white women won’t reach leadership parity for another 22 years. Women of color will wait twice as long. We can—and must—close the gap faster.

#2 Invest in mentorship and peer support

Mentorship for women in the workplace fuels retention and engagement by helping them grow their careers. Employee resource groups (ERGs) offer critical peer support, especially for navigating male-dominated spaces or career transitions.

#3 Make flexibility the standard

Flexible work—like remote options, adjustable hours, and paid family leave—helps women manage their responsibilities without putting their careers on pause. Flexibility boosts retention, engagement, and job satisfaction for most employee subsets. Women in the workforce who lack flexibility are among the most likely to change jobs.

#4 Ensure pay and promotion equity

Regular pay audits and adjustments build trust and reduce turnover. Leadership training, sponsorship programs, and clear pathways for career advancement ensure women in the workplace aren’t overlooked when it’s time to promote.

#5 Support women’s health at every stage

Many women in the workplace face health concerns—like menopause, postpartum recovery, chronic illness, or the need for preventive screenings—without meaningful workplace support. For example, 45% of employees say menopause support would be helpful, but only 24% have it. Similarly, 39% need postpartum care, but only 30% of companies offer it. Offering comprehensive medical benefits to support the physical health needs of all women (including the unique health care needs of transgender women) is a helpful and tangible way to champion both physical and mental health. 

#6 Rethink mental health benefits 

Traditional mental health benefits often fall short for women. A better approach includes:

• A diverse provider network, so women can connect with a therapist or coach who understands their experiences
• Fast access to virtual or in-person care to suit busy schedules
• Support for medication management, including around PMS and menopause
• Diverse care options like parent coaching, couples therapy, and mental health support for kids and teens
• High-acuity support for complex mental health conditions
• Self-care tools, such as live meditations, peer discussion groups, and on-demand digital exercises, for ongoing support between sessions

Build a workplace where women thrive

The hurdles women face at work are real, but so is our ability to change them. When we lead with empathy and equity, we create healthier, more inclusive workplaces for everyone.

Life is full of changes—some exciting, some difficult, all impactful. From new babies to big moves, life transitions follow us into the office (or Zoom call). With the right support, you can help your team navigate these shifts with more ease, less stress, and a stronger sense of balance.

What are life transitions?

Life transitions can deeply affect your employees’ mental health and their ability to focus at work. While each experience is unique, what they have in common is that they take up time, energy, and emotional capacity. With the right support, employees can better navigate these life transitions while staying connected to their work and well-being.

Returning to work after time away

Coming back after parental leave, a medical leave, or the loss of a loved one isn’t easy. Employees may need time and support to rebuild routines, adjust emotionally, and re-engage at work.

Financial stress

Whether it’s a shift in household income, unexpected expenses, or major milestones like buying a home, money worries can cause stress that spills into the workday, leading to burnout and lower job satisfaction.

Taking on a new role

Even a positive step like a promotion can bring pressure. The learning curve, increased visibility, or new leadership expectations can lead to more stress or self-doubt.

Moving or relocating

A change in living situation, especially when paired with a new job or family shift, can be disorienting and stressful. Employees may feel unsettled or distracted as they adjust.

Family changes

Major life transitions like getting married or starting a family, while joyful, can also introduce new stressors. 

Caring for a loved one

When employees are supporting a sick or aging family member, they may feel pulled in many directions. The toll of caregiver stress can impact their focus, energy, and availability.

Navigating a health challenge

A personal diagnosis or health scare can be overwhelming. Employees may struggle to balance treatment, recovery, and their work responsibilities.

Experiencing a loss

Grief is a deeply personal process. After a loss, employees may feel emotionally drained, distracted, or disconnected for a while—sometimes long after returning to work.

Supporting employees through life transitions

The support employees get at work during life transitions can make a meaningful difference. By creating an environment that’s flexible and compassionate, you can help ease the strain of change and empower employees to show up as their best selves—both at work and at home. Here are some impactful ways to support employees through life transitions: 

#1 Manager training

Managers play a key role in helping employees stay engaged through life transitions. With the right training, they can spot signs of stress early and step in with the right kind of support—whether it’s a thoughtful check-in, a temporary shift in priorities, or connecting someone with helpful resources. When managers respond with empathy and flexibility, employees are more likely to stay focused, resilient, and connected to their work—even during challenging times.

#2 Life transitions policies

Clear leave policies take the guesswork out of major life transitions. When employees know what to expect—whether it’s parental leave or time off for medical care—they can plan ahead and focus on what matters most, without added stress.

#3 Open communication

Foster a culture where employees feel safe speaking up. Encourage managers to regularly check in—not just about work, but how their team members are doing overall. When leaders create space for open, supportive conversations and respond with empathy, employees are more likely to ask for help before they reach a breaking point.

#4 Flexible work 

Remote work, adjustable hours, and other flexible options help employees navigate life transitions. Whether recovering from a health challenge or stepping into a caregiving role, the ability to adjust schedules allows employees to work when they’re most productive. 

#5 Peer support 

Peer support groups and employee resource groups (ERGs) can be invaluable resources during life transitions. For example, a caregiving ERG can offer connection and guidance for employees balancing work with caring for a loved one, while a women’s ERG might provide community and support during milestones like returning from parental leave. These groups create space for employees to share experiences, reduce isolation, and feel understood.

#6 Work-life balance

Promoting work-life balance helps prevent burnout, especially during life transitions. Encouraging employees to take time for self-care and reinforcing boundaries—like unplugging after hours—helps them recharge and manage change.

#7 Mental health support

High-quality mental health benefits help employees navigate challenges before they escalate. To be truly effective, they should include evidence-based therapy, personalized care plans, coaching, digital tools, and preventive resources that support a wide range of needs. Just as important, these benefits should be able to demonstrate that people are actually getting better, with measurable outcomes that show real improvement over time. When mental health care is effective, timely, and easy to access, it helps employees stay resilient, engaged, and productive.

Ways to cope with life transitions

Employers can make a big impact during life transitions, but there are also meaningful steps employees can take to support their own well-being. Change can feel disorienting, but simple, intentional actions can help restore a sense of balance and control. Here are a few helpful reminders for navigating times of transition:

• Revisit your toolbox – Think about the coping strategies that have worked for you in the past. Maybe it’s deep breathing, journaling, or spending time with loved ones. Then consider building on those by adding new tools, like mindfulness or relaxation techniques, to support you through your current life transition.
• Lean on your support network – Talk to someone you trust—whether it’s a friend, family member, or a support group. Sharing your feelings can provide relief and help you gain perspective during tough times.
• Prioritize self-care – Start with what you can control—like building a daily routine or taking care of your body with exercise and rest. Just as important, carve out time for activities that recharge you and bring you comfort, such as hobbies or quiet moments of reflection.
• Seek professional support – Life transitions therapy and coaching can offer fresh perspective, help you process what you’re going through, and share practical tools to navigate the ups and downs. You don’t have to figure it all out on your own.
• Be kind to yourself – Acknowledge that life transitions are hard, and it’s OK to take things one step at a time. 

Turn life transitions into opportunities for support

Life transitions can be tough, but the right support—at home and at work—can make all the difference. By providing mental health resources, flexibility, and a culture of understanding, you can help your workforce navigate change with confidence and resilience.

One of Lyra’s core values is “Show Your Cards,” which means we infuse transparency into everything we do, starting from the moment someone considers applying for a job with us. We recognize that there’s been an explosion of telehealth opportunities in recent years for therapists. It’s hard to know how to navigate all the companies in this space and whether you can trust the tech sector to understand the complexities of delivering mental health treatment in a way that is ethical, culturally responsive, and effective for all seeking help. Lyra proudly has clinical leadership and expertise at every level, responsibly innovating how we deliver mental health care. 

We know that providing high-quality mental health treatment is impossible without significant, intentional, and ongoing investments in our therapists. The first is the choice we made years ago to offer full-time employment positions with benefits. Licensed mental health professionals should not be treated like they are gig economy workers. A more recent opportunity was developed based on our providers’ feedback. Harnessing another core value, “Listen Harder,” we introduced a part-time employment role to satisfy the need for some of our employed Lyra providers to work fewer hours while enjoying the stability and support of an employed position. You deserve a workplace that listens to you and is committed to your well-being, sustainability, and ongoing professional development. We want to set you up for success from the start by living our values and demystifying our therapist interview process. From beginning to end, here’s what you can expect from us.

Stage 1: Intro to Lyra

Your first point of contact will be with a dedicated recruiter who is your touchpoint throughout the process, available to answer the crucial questions we know you have about everything from company culture and what to expect in the role, to the details on compensation and benefits. For a lot of us in the mental health field, interacting with a recruiter might be brand new. Click here for a helpful breakdown of the key differences between a recruiter and a hiring manager. 

Your recruiter will set up a virtual meeting with you to learn more about your clinical background and experience as well as what you’re looking for next in your career. This is an opportunity to discuss what matters most to you and how our program could align with those professional goals. Here are some highlights for what you can expect:  

• Learn about the necessary requirements and job duties of our clinical positions, including an overview of our caseload expectations. 
• Learn that we don’t believe in eeking out every last second of productivity from our therapists. At Lyra, you’re paid for both your clinical work and your administrative work with ample time carved out for you to think and consult about the treatment needs of your clients. Time to think is part of the job and you should be paid for it. 
• Learn more about our mission to transform access to care and how you can fit into that by joining our innovative therapy program. Our program combines live telehealth sessions with an ever-growing library of engaging digital tools at your fingertips built by our in-house clinical experts. These tools include psychoeducation videos, guides, and customizable exercises to help your clients build and apply skills between sessions, resulting in faster and lasting change and recovery. 
• Learn about the diversity of our client population and clinical presentations as well as our unwavering commitment to making sure our therapists are equipped with the tools and training to provide highly effective, time-limited, evidence-based, and culturally responsive care. We’ve worked hard to make sure we’re fostering a feedback-rich environment where you can continue to enhance your own skills. 

Joining us at Lyra means becoming a member of our robust learning community of fellow clinicians who are all dedicated to ongoing growth. In addition to dedicated 1:1 time with your clinical manager, expect to take part in free top-notch training events delivered by experts in the field, and attend specialty group consultations. 

Stage 2: Clinical interview

Moving forward, your recruiter will schedule a remote video clinical interview with one of our clinical hiring managers. We take a standardized approach to our interview process, using structured questions and clinical demonstrations that are designed to better assess your approach to therapy and your fit with our program. This is your opportunity to demonstrate not only your clinical skills and therapeutic orientation but also how your passion, values, and past experience align with our mission. We only hire providers who are dedicated to using evidence-based practices in a culturally responsive manner and have independently managed a full individual psychotherapy caseload.        

As your potential manager, we invite you to ask us the tough questions. Think ahead about what matters most to you in selecting your next role. What’s been missing from your past workplaces? What do you need to thrive and show up as your best self in the midst of the challenging work we do with clients? What type of support or community do you need to have in place, especially in a remote work environment? What information do you need to decide if our program is the right fit for you? From the logistical details to day-to-day policies to workplace culture and beyond, ask away!

Stage 3: Offer discussion

Congratulations! If you’ve reached this stage, that means you’ve passed our extensive clinical vetting process with the clinical hiring manager and we’d love to extend you an offer to join our team. Your recruiter will meet with you again to check in about your experience throughout our interview process, discuss compensation and benefits, and answer any additional questions you might have about our program, the role, and the employment offer. This will also include a discussion about potential start dates. We’ve built out a comprehensive onboarding experience so you’ll be equipped with the foundational knowledge and tools you need to be successful in this role. 

We recognize your time is valuable. We’ve worked hard to streamline our recruitment process as much as possible—no endless rounds of interviews to make a decision and no leaving anyone hanging about where they stand.    

Thank you for taking the time to consider if Lyra is the right next step for you in your career.

Caregiving is frequently a labor of love. However, caregiver burnout is very common. Caregiving often comes with immense responsibility and little recognition. If you’re feeling overwhelmed, know that you’re not alone. With a few simple strategies, you can manage stress, prevent caregiver fatigue from taking over, and continue caring for your loved one without losing yourself in the process.

Who is a caregiver?

Caregivers are anyone who supports someone who can’t fully care for themselves—whether that’s a child, parent, partner, friend, or neighbor. Some are paid professionals like nurses or aides, while others are unpaid family, friends, or volunteers. Some people don’t even realize they’re caregivers because they see it as simply “being there” for someone they love. But the care you provide is essential—and so is taking care of yourself. 

What is caregiver burnout?

Caregiver stress happens when demands of a situation exceed your ability to cope. Caregiver burnout can set in when that imbalance becomes the norm. It’s more than feeling tired—it’s running on empty, feeling overwhelmed by even the smallest tasks, and losing the sense of purpose that once made caregiving meaningful. 

Causes of caregiver burnout

Caregiver burnout doesn’t happen overnight—it builds over time, layer by layer. Here are some common contributors:

• Constant responsibilities – Whether it’s a medication refill, a doctor’s appointment, or an unexpected crisis—you feel you’re always on call, with no real break.
• Physical strain – Lifting, assisting, and running errands can take a toll on your body and lead to caregiver exhaustion when rest doesn’t seem like an option.
• Lack of support – When you feel like the responsibility falls entirely on you, loneliness and isolation can make every day feel heavier.
• Emotional demands – Frustration, sadness, guilt—caregiver fatigue can feel like carrying both your loved one’s pain and your own.
• Financial strain – Lost work hours, medical costs, and extra expenses can add money stress to an already overwhelming situation, worsening caregiver burnout.
• Lack of self-care – Prioritizing someone else’s needs often means neglecting your own, and then caregiver exhaustion and burnout can take over.

Caregiver burnout symptoms

Caregiver burnout doesn’t come with a flashing warning sign, but your body and mind will send signals when it’s time to pause. If you notice these red flags, it might be time to reassess and seek support:

• Exhaustion – Whether you struggle to fall asleep, wake up throughout the night, or sleep but still feel exhausted, true rest is hard to come by when your brain is always on high alert. Even with a full eight hours, you still feel drained.
• Losing interest in things you once loved – If hobbies, social events, or even watching your favorite show feel like chores, it could be a sign of caregiver depression.
• Constant caregiver stress – If you feel like you’re stuck in crisis mode—always putting out fires or bracing for the next thing—your nervous system may be stuck in overdrive.
• Irritability – If you’re snapping at loved ones or feeling easily overwhelmed, your patience may be running thin due to caregiver burnout.
• Feeling detached – You love the person you’re caring for, but exhaustion makes it hard to feel connected. Resentment, numbness, or just going through the motions are caregiver burnout symptoms—a warning that you need support.
• Changes in appetite or weight – Whether you’re stress eating or forgetting to eat, your body is responding to caregiver stress in ways you might not even notice.
• Struggling to feel positive – If even good news feels “meh’ and excitement seems like a distant memory, the stress of caregiving is likely affecting your emotional well-being.
• Feeling like you’re always “on” – When you’re constantly needed and responsible, it can feel like there’s never a moment to just breathe—and that’s a recipe for caregiver burnout.

Tips to manage caregiver burnout

While caregiver burnout is serious, it’s not inevitable. Here’s how to care for yourself while caring for others:

#1 Reach out for support

You don’t have to do this alone. Asking for help isn’t a sign of failure—it’s a sign of being human. Whether it’s professional respite care, a family member stepping in, or a friend running an errand for you, accepting help can ease the strain of caregiver burnout. People often want to help but don’t know how—so tell them. Even small things, like a neighbor watching your loved one for an hour, can make a difference.

#2 Prioritize your health

Caregivers often neglect their own health until a problem arises. Don’t wait. Small daily acts of self-care—stretching, deep breathing, taking a short walk—can help recharge you. Eat nourishing meals instead of grabbing quick snacks. And don’t skip your own doctor’s appointments. Your health matters, too.

#3 Say “no”

You can’t pour from an empty cup. If you’re stretched too thin, it’s even more difficult to provide the care your loved one needs. Setting boundaries is essential. Whether it’s ensuring you get enough rest, carving out personal time, or delegating tasks, protecting your well-being makes you stronger in the long run. And it’s essential to stave off caregiver burnout.

#4 Find healthy ways to manage stress

Caregiver stress can build up over time, but there are ways to manage it. A few deep breaths, a quick meditation, or journaling can help clear your mind. Find moments of joy—a short walk, music, hobby, or even just sitting in the sun for a few minutes can make a difference. 

#5 Stay connected

Loneliness makes caregiver fatigue worse. Even a quick phone call or coffee with a friend can lift your spirits. If finances are tight, consider asking a neighbor or friend to relax at your home for an hour while your loved one rests, giving you a chance to step out for a break. If you’re feeling isolated, joining a caregiver support group can connect you with others who truly understand what you’re going through.

#6 Take care of your mental health

Your mental well-being is just as important as your physical health. Therapy can provide valuable coping strategies and a safe space to process your emotions. You don’t have to wait until you’re at your breaking point—seeking help early can prevent early signs of stress from spiraling into caregiver burnout.

You’re not alone

Caregiving is tough, but you don’t have to go through it alone.

The care you provide is invaluable, but so is your well-being. With the right support and strategies, you can navigate this journey with resilience, strength, and the care you deserve.

If you’re unsure how to approach neurodiversity in the workplace, you’re not alone. According to Lyra Health’s 2025 Workforce Mental Health Trends Forecast, most benefits leaders recognize the importance of supporting neurodiversity at work but don’t know where to start. By making small changes, you can create an environment where everyone is set up for success.

What is neurodiversity?

Neurodiversity describes how brains naturally work in unique ways. “Neurotypical” refers to people whose thinking patterns are more common. “Neurodivergent” describes brains that work differently, sometimes linked to conditions like attention-deficit/hyperactivity disorder (ADHD), dyslexia, and autism spectrum disorder (ASD). The term “neurodiversity” celebrates and appreciates the many different ways people think, learn, and experience the world.

What is neurodiversity in the workplace? 

People with neurodivergent traits often shine in areas like problem-solving, spotting patterns, thinking outside the box, and uncovering innovative solutions. They might also deal with things like sensory sensitivities, emotional overwhelm, reading social cues, or challenges with tasks like planning and staying organized. Without the right support, employees with neurodivergent conditions can be less effective and face extra stress, anxiety, or depression due to misunderstandings, workplace bias, or rigid workplace structures.

Supporting neurodiversity in the workplace

As more people speak up about their needs, it’s clear that companies can’t afford to overlook neurodiversity at work. Supporting it isn’t just the right thing to do—it’s key to attracting and keeping talent and fostering a culture of innovation and long-term success.

Neurodivergence looks different for everyone, so there’s no one-size-fits-all approach, but here are some general, yet effective strategies to support neurodiversity in the workplace:

#1 Provide structure and consistency

Take the guesswork out of the workplace by setting clear expectations around performance, communication, and daily routines. Keep workflows and structure consistent, provide step-by-step instructions, and use project management tools to help everyone stay on track.   

#2 Make work “work” for everyone 

A few small adjustments can greatly improve comfort and productivity. Consider flexible work like remote or hybrid options, and offer accommodations such as quiet areas, noise-canceling headphones, adjustable lighting, movement breaks, and alternative seating to support efficient neurodiversity in the workplace.

#3 Customize communication 

Talking openly about learning and communication preferences helps build stronger teams. Providing instructions in multiple formats—whether written, verbal, or recorded—ensures clarity for everyone. Be patient when communicating. Ask employees if they understand your directions and goals, and be open to explaining ideas and instructions in different ways. Likewise, offering meeting options, such as sharing agendas in advance, allowing written input, or giving employees the option to keep cameras off during virtual calls, fosters a more supportive and efficient environment. And just as patience is key when managing neurodiverse employees, managers should also give themselves grace as they learn and adapt to different communication styles.

#4 Build confidence with coaching and mentoring

Mentorship, coaching, and employee resource groups (ERGs) give employees a place to ask questions, build confidence, and grow their careers. Whether it’s navigating workplace challenges or learning how to advocate for themselves, these resources help employees make the most of their strengths. 

#5 Make “inclusion” more than a buzzword

Create a more successful workplace by fostering a welcoming culture that includes training on neurodiversity in the workplace and bias awareness. It’s also important to use language that celebrates different experiences and weave neurodiversity into DEI programs, leadership initiatives, and ERGs. Beyond training, inclusive practices should extend to performance reviews by focusing on each person’s unique strengths and work style.

#6 Make your mental health benefit work for everyone

Employees with neurodivergent conditions may face added stress or anxiety at work. To ensure they have access to the right support, offer benefits that include:

• A robust provider network with clinicians who understand neurodiversity
• Diagnosis and care for adults, teens, and children
• Tools to help parents advocate for school resources and navigate their child’s diagnosis
• Digital content for adults and teens to better understand neurodiversity
• Manager workshops and workforce education to foster an inclusive environment

Support neurodiversity, strengthen your workplace

Creating a truly inclusive workplace isn’t just about accommodations—it’s about building a culture where every employee feels valued, understood, and supported. That starts with listening, learning, and taking action to help all workers reach their full potential.

Parenting a child with ADHD comes with unique challenges. If you’ve ever thought, “Why won’t they just listen?” or “Am I doing something wrong?”—you’re not alone. It’s natural to feel frustrated, overwhelmed, or like you’re constantly in survival mode. But with the right strategies, you can help them thrive while strengthening your bond.

ADHD symptoms in kids

Attention-deficit/hyperactivity disorder (ADHD) is a neurodevelopmental condition that affects a child’s ability to focus, regulate emotions, and meet expectations. ADHD symptoms in kids typically fall into three categories: inattention, hyperactivity/impulsivity, or a combination of both.

Children with inattentive ADHD often get lost in their thoughts or distracted by happenings around them. They may struggle to follow instructions, frequently lose things, make careless mistakes, or have trouble staying focused. Those with hyperactive or impulsive symptoms seem to have an internal motor that never stops running. They may fidget constantly, interrupt others, act without thinking, or have difficulty waiting their turn. While some kids may experience more inattentive or more hyperactive/impulsive symptoms of ADHD, many kids experience a combination of symptoms from both of these categories.

Challenges of parenting a child with ADHD

All parents have good days and tough ones, but parenting a child with ADHD comes with a unique mix of joys and challenges. These kids are often creative, energetic, and full of curiosity, but struggle with impulse control, emotion regulation, and focus that can make everyday tasks more difficult. Setting boundaries may feel like an ongoing battle, as interruptions, forgetfulness, and difficulty following instructions can turn simple routines—like getting out the door or completing homework—into sources of frustration.

Organization and time management challenges can lead to lost schoolwork, messy rooms, and last-minute stress. Even seemingly small requests, like turning off a device, can escalate into drawn-out negotiations. Emotional intensity also plays a role—disappointment, criticism, and rejection can feel overwhelming, making tough conversations harder. The constant need for patience, redirection, and advocacy can leave parents feeling exhausted or second-guessing their approach. But while ADHD symptoms in kids can create hurdles, understanding them is the first step in finding strategies that work for both you and your child.

How to help a child with ADHD

Every child is different, and there’s no one-size-fits-all ADHD treatment for kids, but a few strategies can make a big difference. Here are practical tips for how to parent a child with ADHD and foster their resilience: 

#1 Use the ABCs of behavior to understand why your child’s behaviors make sense

A proven way to understand and manage ADHD-related behaviors is to learn more about the function of those behaviors. One way to do this is through noticing and noting the ABC’s—antecedents, behaviors, and consequences. This framework helps you recognize what leads to a behavior, how it unfolds, and what reinforces it.

• Antecedents (before the behavior): Notice what happens right before a challenging moment. Example: You ask your child to start their homework. Easier assignments may lead to a different behavior than difficult ones, particularly when kids don’t know where to start or feel like it is “too hard” for them.
• Behaviors (during the behavior): Describe what you see without judgment. Example: Your child whines or argues about starting their homework. Instead of assuming they’re being defiant, notice the behavior (i.e., whining or arguing) and how it’s connected to the antecedent and potential functions of the behavior.
• Consequences (after the behavior): Pay attention to how you respond to your child’s behavior. Example: if your child whines and argues about homework, you might find yourself arguing back about the importance of homework. This can delay the start of homework even further. Think about what your response might be teaching your child about their behavior—whether it encourages or gets in the way of progress..

By focusing on patterns rather than reacting in the moment, you can learn more about what may be the reason behind the behavior and new ways to respond to help your child develop better coping skills over time. For example, if your child always argues more when they have to start reading homework, it may tell you that this type of assignment is more difficult for them. Arguing with them may delay starting the assignment or even lead to them not starting at all. Responding calmly, describing what you see—“I wonder if you’re upset because reading feels hard,”—and supporting them in how to start by creating more structure around the task can make all the difference for you and them.

#2 Create structure with clear and consistent routines

Children with ADHD thrive on predictability. Clear expectations and structured routines help reduce stress and make daily transitions smoother.

• Establish consistent morning, homework, and bedtime routines.
• Break tasks into smaller steps to make them more manageable.
• Give clear, one-step, and age-appropriate instructions to make it easier for them to follow through.
• Use visual schedules or checklists to reinforce expectations.
• Slow down or take breaks when you or your child feel overwhelmed—consistency is key, even when it’s not always the easiest choice.
• For older kids and teens, involve them in discussions about negotiable expectations to foster independence.

#3 Encourage positive behavior

Rather than focusing on what’s going wrong, celebrate small wins and encourage effort. ADHD symptoms in kids can make motivation and impulse control difficult, but positive reinforcement helps children build confidence and self-regulation.

• Spend quality time together to strengthen your bond and increase cooperation.
• Acknowledge effort, especially when things are hard—this builds internal motivation.
• Let go of unnecessary power struggles and focus on the “wins” with your child. 
• When your child struggles with telling the truth, create a safe space for mistakes and second chances, while responding to honesty with praise rather than reacting to dishonesty with punishment.
• Use praise, privileges, or small incentives to reinforce good habits.

#4 Provide clear communication and emotional support

The way you respond to your child’s emotions teaches them how to handle frustration and challenges. ADHD often comes with strong emotions, so creating a safe space can help them develop emotion regulation skills.

• Notice all emotions, particularly when they are smaller rather than only when they get big.
• Help your child recognize and name their emotions rather than only trying to get control of them.
• Model tolerance of emotions and emotion regulation—they’re always watching and learning from you how to handle big feelings.
• Listen and validate your child’s emotions so they feel that their thoughts and emotions make sense, matter, and are heard by you.

#5 Take care of yourself, too

Parenting a child with ADHD can be exhausting, and your own well-being matters. The more supported you feel, the more present and patient you can be. 

• Reflect on your core parenting values—such as patience, kindness, or flexibility—to guide your responses.
• Accept that progress takes time and perfection isn’t the goal.
• Prioritize self-care to manage stress and model healthy habits for your child.

You’re not alone—support is available

Learning how to parent a child with ADHD can feel overwhelming at times, but you’re doing your best, and that matters. Support from parent-focused coaching, therapy, or ADHD specialists can help you find strategies that work for your family, so you and your child can move forward with connection and confidence.

How 90% of members improve with Lyra Care

The odds of improving in typical therapy can be worse than a coin flip—only 40%. 

That’s a 40% chance of overcoming an all-consuming depression or crippling anxiety.

At Lyra, we refuse to leave mental health to chance. Everyone deserves life-changing care.

So we built something better. We built the kind of care we’d trust for the people we love.

We call this model Lyra Care. With Lyra Care, 90% of members improve or recover.

These exceptional results set a new bar for quality, making Lyra Care the most significant breakthrough in employee mental health.

For the last seven years, we’ve honed Lyra Care through rigorous scientific validation, publishing numerous studies. Now, with new peer-reviewed research, the evidence is stronger than ever: Lyra Care delivers unmatched improvement.

What sets Lyra Care apart?

Lyra solves a long-standing problem in mental health: access. We give your employees same-day access to top providers practicing evidence-based, gold-standard care. But Lyra Care truly stands alone by tackling a deeper flaw: low-quality care. It does this by going beyond typical therapy, creating positive change when and where it matters most.

Beyond therapy: the power of Guided Practice Sessions

Typical therapy relies on weekly 50-minute sessions. While these sessions can be powerful, most of life’s challenges—arguments at home, deadlines at work, sleepless nights—happen between sessions. This is where people need the most support, yet it’s exactly where typical therapy falls short.

Lyra Care doesn’t stop where typical therapy does because Lyra Care is not typical therapy. Instead of ending in the therapist’s office, Lyra Care extends treatment into everyday life with a game-changing addition: Guided Practice Sessions.

Just like learning a new language or instrument, mental health improvement requires consistent practice outside of lessons. Guided Practice Sessions embody this approach by bolstering live therapy with between-session activities. Using clinically validated tools such as educational videos, interactive exercises, and messaging, employees practice new skills and stay engaged in their care throughout the week. Exercises are specifically chosen by the therapist to support each employee’s needs and reinforce what was discussed in therapy.

Therapy becomes an immersive, ongoing experience, reinforcing new skills exactly when and where they’re needed: at work, at home, and in daily interactions. The result is stronger, longer-lasting results, and thriving employees.

The proven impact of Guided Practice Sessions

A groundbreaking 2024 study of 33,000 clients found that members’ engagement with Lyra Care’s Guided Practice Sessions uniquely contributed to improvements in anxiety and depression, above and beyond the impact of live sessions alone.

Sustained engagement is key to these results. By combining expert provider guidance with high-quality, research-backed content, 96% of Lyra Care members engage in digital content when in care.

Guided Practice Sessions bring therapy to life with engaging videos and interactive exercises that immerse employees in relatable stories. These lessons simplify complex mental health concepts and model the use of key therapy skills in real-life scenarios.

Our interactive content is enhanced by personalization, expert feedback, and real-time support—elements missing from self-serve apps and other mental health benefits. Lyra Care providers monitor progress in real time, offering feedback throughout the week that strengthens the effectiveness of therapy. Research shows that provider feedback can boost clinical progress for up to two weeks—an impact that’s only possible with the Lyra Care model.

Strengthening the employee-provider bond

Guided Practice Sessions do more than improve symptoms, however; they create a new space to deepen trust and connection not found in typical therapy.

This trusting, collaborative relationship between client and provider, known as the therapeutic alliance, is at the heart of effective therapy and is correlated with better outcomes.

New research shows that Lyra Care’s continuously engaging approach creates exceptionally high therapeutic alliances, which are known to fuel faster, more sustained improvement in anxiety and depression.

Controlling costs with long-term results

One of the biggest but least visible risks in mental health benefits is ineffective care. In typical therapy, employees may attend session after session without meaningful progress, driving up costs for employers without delivering results.

Lyra takes a different approach. Our care model is designed with a clear goal: to help employees develop lasting skills so they can navigate life independently. New research confirms just how effective this approach is.

Our study published in Internet Interventions found that 81%+ of members experienced significant clinical improvements for up to a year after completing Lyra Care Therapy, even without additional sessions.

This lasting impact sets Lyra apart. No other solution has the data to measure lasting outcomes, let alone demonstrate them.

Effective care for even the most complex cases

While challenges like anxiety and depression are prevalent, severe conditions drive the highest health care costs. The 6% of individuals with complex mental health needs drive a staggering 44% of an employer’s total medical costs. Despite this fact, most mental health benefits don’t focus on treating this group in-house in a specialized and effective way.

Only Lyra delivers results across the full spectrum of mental health conditions.

A landmark study published in Nature: Scientific Reports found that 83% of members with PTSD symptoms experienced significant improvement with Lyra Care—an exceptionally strong result.

Unlike other mental health benefits that outsource severe cases, Lyra provides integrated, in-house care, reducing dropout rates and ensuring consistent, effective support for your entire workforce.

The care you need to be care-free

As an HR leader, you see it all. You witness both the triumphs and struggles—the promotions and achievements and the personal hardships that affect performance and well-being.

You don’t have to navigate these challenges alone. Lyra is your partner for your employees’ mental health.

Lyra Care ensures that every employee gets the care they deserve. This isn’t just about reducing symptoms. It’s about empowering employees to be fully present for the moments that matter most, at work and at home. That’s what true well-being looks like.

And that’s what Lyra Care delivers.

Take the next step

Join the HR leaders redefining workplace mental health. Book a demo today and see how Lyra can transform your workforce.