To address the issues thatimpede care, businesses have begun incorporating telebehavioralhealth solutions into their health benefits packages. (Photo:Shutterstock)

The United States is in the middle of a mental health crisis. One in five Americans isstruggling with a behavioral health issue, but access to qualitybehavioral health care is a seriouschallenge. In fact, more than 110 million people live in areaswhere mental health services are severely limited, according to areport by Mental Health America. Oftentimes, people must travellong distances or wait months to see a provider.

Unfortunately, mental health issues can wreak havoc in the workplace. Depression, anxiety,and family and marital issues are rampant, affecting employees'ability to stay focused, be productive, and maintain a positiveattitude. If left untreated, such issues can drag down employeemorale, negatively impact the work environment and even lead tosubstance abuse which can create higher medical costs down theroad.

The impact of treatment

Based on its review of thousands of clinical studies, the Centerfor Workplace Mental Health reports that therapy is highlyeffective for mental health and substance use treatment and relapseprevention. Their analysis also determined that a full 80 percentof employees who received treatment reported improved workplaceproductivity and satisfaction.

Related: 4 ways to foster employees' mental health in theworkplace

In addition, MentalHealth.gov reports that when employeesreceive effective treatment for mental health issues, medical anddisability costs come down.

Given these outcomes, it's no surprise that 81 percent of U.S.businesses support mental health benefits, according to the Societyof Human Resource Management's 2017 Employee Benefits Report.

The challenges of traditional mental health services

While benefits managers understand the importance of behavioralhealth care, there are very real barriers that prevent employees fromgetting the treatment they need:

Stigma It's no secret that mental illness andthe action of seeking treatment carry stigmas, creating additionalbarriers for those in need of care. Psychology Today reported in2017 that many individuals expressed shame or embarrassment abouttheir diagnosis. In a traditional setting, an employee may need totake time off of work to drive to a therapist's office, and thensit in a public waiting room. The process isn't convenient orconfidential.

Access Major medical plans typically includemental health benefits. However, even if benefits are there in theplan language, accessing services is another issue entirely. Thenational shortage of mental health providers, combined withextremely narrow provider networks, make it difficult for employeesto access care through their health plan.

Cost Narrow networks are part of the problem.Medical plan restrictions on the number of counseling sessions isanother, particularly for employees with chronic mental healthchallenges who won't necessarily be “fixed” in three to fivevisits. To put this into perspective, Milliman reported in 2017that employees with mental health or substance abuse problems werefar more likely to encounter high out-of-pocket medical expensesthat make treatment unaffordable – even if they're insured.

It's no surprise that more than 56 percent of people with abehavioral health condition do not receive any treatment.

The case for telebehavioral health

To address the issues that impede care, businesses have begunincorporating telebehavioral health solutions into their healthbenefits packages. In this way, they're providing an option foremployees struggling with mental health concerns – and ultimatelyimproving productivity, workplace satisfaction, andprofitability.

Telebehavioral health, which is commonlysegmented into teletherapy (“talk therapy”) and telepsychiatry,eliminates long wait times and the need to travel for caretypically associated with in person care. It gives employees theoption to speak with a licensed mental health provider quickly,privately and conveniently, from a computer or mobile device, andfrom the privacy of their home or anywhere else they choose. Thisis an important distinction because according to the 2017 ConnectedPatient Report from Salesforce Research, individuals increasinglyprefer accessing health care remotely versus visiting a provider'soffice.

As benefits managers recognize the connection between a mentallyhealthy workforce and the bottom line, telebehavioral health isgaining favor in the workplace. Undeniably, it's the next frontierin mental health.

The role of EAPs

Employee Assistance Programs fill an importantneed for employers. They are inexpensive, high-value, and provide avaluable resource for employees who need quick help with a personalor workplace issue that negatively impacts their performance.Benefits managers may include an EAP in their company's health planand believe they have checked off coverage for mental health.

However, EAPs are not designed to serve as a standalone optionor long-term solution for mental health services. Rather, they playa role in a company's overall emphasis on employee wellness in theworkplace. Some EAPs may include a certain number of counselingsessions, but may not provide adequately for employees with chronicor ongoing issues, or who must be referred elsewhere forlonger-term treatment.

Additionally, while EAPs are offered at 97 percent of largebusinesses, the National Business Group on Health reports that onlyfive percent of employees access services each year. They often areburied in health plan paperwork – employees may not even realizethey have access to mental health services through an EAP.

While EAPs are a great first step in providing behavioral healthservices to employees, companies that want to provide robustbenefits for common mental health concerns should consideraugmenting their health plan. Telebehavioral health is acost-effective and convenient complement to any health plan, andemployers are increasingly implementing the solution as a means toeffectively treat mental health issues in the workplace, improveproductivity and decrease absenteeism – all of which directlyimpact the bottom line.

Jessica Taylor is vice president ofoperations of MeMD, a national provider of telehealth andtelebehavioral health services. More a.