EAPs look at theissue of behavioral health holistically and offer an affordable,seamless solution to addressing the shifting mental health carelandscape. (Image: Shutterstock)

Starbucks announced in September it would be enhancing itsmental health initiatives, supervisor trainingand EAP offering. By presenting such benefits and promotingworkplace wellness, the company is helping to reduce the stigmaaround behavioral health and is fostering a safer and healthierworkplace environment. Just three weeks later, U-Haul Internationalannounced a similar update, which included adding mentalhealth coverage and resources to its benefits package.

Attitudes around behavioral health, and behavioral health care,are finally starting to show signs of change. According to World Health Organization, an estimated 264 millionpeople suffer from depression and anxiety disorders, costing theglobal economy U.S. $1 trillion each year in lost productivity.

Related: Employee physical, mental health and employersupport drive productivity

Behavioral health is a critical issue for today's workforce, yetlimited provider access is a problem that isjust as serious. Workplaces that promote mental health and supporttheir employees with mental health services are more likely toreduce absenteeism, increase productivity and benefit financiallyfrom reduced mental health costs.

Employers are struggling with the best ways to address employeebehavioral health concerns due to lack of access and timely care.However, many are turning to Employee Assistance Programs (EAP) forsupport.

EAPs can positively impact your workforce.

EAPs provide solutions that help employers develop and maintainhealthy work environments while improving employees' health andproductivity at work and home. EAPs can offer a variety of servicesincluding counseling, crisis support, and referral services alongwith a wide range of helpful tools and resources. Employers thatoffer EAP benefits help employees to resolve their concerns, focuson what matters and feel appreciated by their employers.

For example, EAPs provide immediate support for handlingsituations without putting the company at risk. When a workplaceissue becomes a chronic problem, your EAP can guide you through amandatory referral process, which is an effective management toolfor addressing problematic employee conduct, performance, and/orviolations of company policy. This process provides valuablesupport to the employee, HR team and management, allowing mostemployees to retain their job and feel more valued by theiremployer. At First Choice Health, we've found that more than80 percent of referred employees are able to complete theprogram and retain their job.

EAPs look at the issue of behavioral health holistically andoffer an affordable, seamless solution to addressing the shiftingmental health care landscape while helping to remove the barrierbetween insurance providers and an individual's unique health careneeds.

Companies are reassessing their behavioral health needs and arelooking to their health care partners for creative, integrated andholistic solutions.

The National Alliance on Mental Illness reportsthat one in five U.S. adults have been undiagnosed or untreated fora behavioral health issue. Managers are likely to have someone ontheir team who is struggling with their mental health. StandaloneEAPs are utilized 6 to 8 percent of the time, oftenbecause employees are unaware of their available mental healthbenefits and resources.

Companies like Starbucks are training their managers to respondto signs of mental illness and substance abuse. This strategy issmart because managers often act as a front-line, on-site emotionalsupport for their teams and are able to guide team members on thebenefits and resources available at the company. The supervisorserves as a "doorway" to educating the rest of the employeepopulation, thus increasing the EAP utilization rate and making themost value out of your EAP.

Both Starbucks and U-Haul are setting themselves up to succeedand support their employees. With an industry so flooded with pointsolutions, companies can look to Starbucks and U-Haul as a basisfor establishing their own behavioral health initiatives, which canoffer a broad solution for supporting their employees at work andat home.

Within the past year, around 6 to 7 percent of full-timeU.S. workers experienced major depression. Organizations have aresponsibility to support individuals with mental health issues andmany are now taking action to improve their mental health carebenefits, such as partnering with an EAP. To gain the most valueout of your EAP, it is critical to have a good relationship withyour account executive and partner with a program that isaccessible, attentive, flexible and transparent.

It's all about fostering a healthier workplace community.

When you have a leader who can promote and talk about mentalhealth in the workplace, it reduces the stigma associated withbehavioral health issues, and employees are more likely to utilizetheir EAP and gain the most value from their mental healthbenefits.

While there is still more work to be done, the increasing numberof companies incorporating mental health services into theiremployee benefit package should serve as a model to countlessemployers across the U.S. who are struggling with the work-relatedrisk factors associated with behavioral health. Going down thispath will lead to healthier employees and stronger businesses.

Heather Alder is the employee assistancedirector at First Choice Health. With experience in health caretechnology and a focus on advancing integration of behavioralhealth and primary care, Heather understands what can happen to ourphysical health, our workplace performance and our healthcare costswhen we forget to take care of our mental health.

Read more:

• Are businesses responsible for employee mentalhealth?
• EAP counseling can reduce work stress and improveproductivity
• The value of investing in employee mental healthcare