America's workforce is stressed. Between the constant demands of theworkplace, family and other outside obligations, it can bedifficult for employees to fully focus at work when other issuesare demanding their attention.

Related: EAPs remain best option for mental health in theworkplace

Employees face any number of personal concerns, from depressionand family issues to substance abuse, financial debt or caring foran elderly parent.

Over time, these issues often escalate and result in loweredproductivity and morale, as well as increased absenteeism,turnover, accidents, compensation claims and health care costs, allimpacting an organization's bottom line.

The value of EAPs

Employee assistance programs (EAPs) weredeveloped to identify and help employees resolve personal problemsthat impact their work performance. Since their introduction nearly80 years ago, EAPs have helped employers lower medical costs,reduce turnover and absenteeism, increase employee productivity andcultivate a more satisfied workforce.

For employees, EAP counselors evaluate needs and offershort-term counseling to help cope with a number of issues,including marital difficulties, substance abuse, family/parentingissues, stress management, grief and loss, depression or othermental illnesses.

Through the identification of appropriate services andresolution of issues, EAPs have the ability to improve overallhealth and productivity, achieve a better work-life balance andavoid escalation of these issues.

Many EAPs also support organizations through management trainingabout sensitive issues and disruptive event management, providingexpert guidance to prepare for and address challenging incidents inthe workplace.

The benefits of integration

Traditionally, health care benefits, including EAPs, have beenfragmented and disconnected as multiple vendors offer overlappingprograms that do not communicate with one another, leading tofrustration, inefficiency, and poor utilization by employees, aswell as redundant costs for employers. Further, people often facemultiple related problems at the same time, requiring amultifaceted approach to effectively resolve each issue intotal.

While EAPs alone offer a number of advantages, the integrationof an EAP into an employer's overall benefits package can multiplythe impact. Connecting the EAP with other resources like wellnessprograms, disease management, and advocacy, among others, makes itmuch easier to identify related needs, gaps in care, andappropriate next steps to help employees get the care and supportthey need.

Oftentimes, employees dealing with personal problems are likelytrying to resolve confusing medical or billing issues or find aqualified doctor, adding another layer of stress to an alreadydifficult situation. Integrating an EAP with other servicesprovides a single solution to make sure no one falls through thecracks.

For example, someone who contacts the EAP feeling overwhelmedabout a chronic condition may also need help finding a doctor, butthey may also be experiencing stress related to paying for neededcare.

In an integrated model that seamlessly connects benefitsservices, the employee can quickly and easily speak to a counselorabout stress related to their condition, get help locating anin-network provider in their area, access financial wellnessservices and tools to help them find the most cost-effectivemedication, and understand their out-of-pocket costs.

Spanning the continuum of employee needs in this way can makethe experience of dealing with an issue more seamless for theemployee and ensure they take best advantage of all of theirbenefits, including the EAP.

This model can have a tremendous impact for the employee,reducing their stress and absenteeism/presenteeism while savingthem time and increasing their productivity at work. Further,connecting benefits like EAP with other services creates aseamless, more convenient experience for employers and employees,significantly impacting satisfaction, costs, outcomes andengagement.

The role of data

Integrating EAP with other benefits services can also provide awider breadth of data for analysis, granting counselors and othertrained support staff a comprehensive, confidential snapshot of theemployee's benefits package and health and wellness measures fromthe moment the conversation begins.

Having this actionable information enables identification ofpotential gaps in care, providing an opportunity to engage theemployee in resources and education specific to their individualneeds, all during one call.

This integration of services better supports members and trulyaddresses and close gaps in care across a spectrum of issues,including those addressed by EAPs.

Beyond utilizing data to identify and support individual at-riskemployees, assimilating data can be used to measure the impact ofintegration and the overall benefits program. A holistic view of anorganization's health and benefits utilization is more actionableand understandable than trying to analyze multiple reports fromsiloed benefit programs.

Maximizing value for employees

The value of a benefits package can often be maximized whencomponents are combined, and an EAP can complement other offeringsby ensuring that employees get the full breadth of support and carethey need.

Integrating an EAP within the overall benefits program cansupport both employees and the employer, reduce risks and costs,and improve productivity and employee health, leading to a morepositive work environment.