According to the article, people who experienced a great deal of financial or work-related stress in their lives were much more likely to show clinical signs of the syndrome, which can also lead to other serious problems, most notably type 2 diabetes and heart disease. This, of course, translates into more costs for employers. So what can they do about it? In general, they should be considering the impact of financial wellness on their employees' lives, their health, and their work, by identifying these key areas:  

How much are participants saving?  An employee who participates in more unbiased financial education services at their workplace is more likely to save in their employer's 401(k) or retirement plan.

In turn, these employees are generally better prepared for their future and less stressed about day-to-day finances because they have a better understanding of their long-term goals and financial priorities. 

We've worked with plan sponsors who have obtained as high as 7.6 percent average deferral rates into their retirement plan, and 92 percent of their workforce contributing—over 10 percent higher than the national average. Your clients should consider how much their employees are saving to determine a general idea of how financially stressed they are. Encourage them to offer financial education, even beyond retirement, that helps employees with all of their financial priorities on an ongoing basis.

Do we have a wellness program? Making financial wellness a part of a company's overall wellness program is also valuable. Our research has shown that employees are still experiencing very high levels of financial stress, even though the recession has technically ended.

Employers can cut long-term health costs associated with employee stress by providing a wellness program that takes a holistic approach. Encourage your clients to set milestones, provide incentives, and promote financial wellness among their employees to help them improve their finances and lower their stress, the same way they encourage employees to meet health goals in their physical wellness programs.

Are participants tapping into their retirement savings? A lot of times we talk to employees who are wondering about taking hardship withdrawals or loans from their retirement plan. Usually, they aren't even sure of how to do it or what the consequences are. Participants not having a clear understanding of when they should or should not take from their retirement savings can not only negatively affect the company's retirement plan, it identifies a gap in their financial knowledge that is connected to their overall financial stress.

The data you collect for your clients related to how often and when these types of loans and withdrawals are being taken from the plan can help them identify what education they need to be providing to help their employees reduce their need to tap their savings and in turn reduce their financial stress. 

You can help your clients cut health care costs by recognizing their participants' needs in financial education. In the end, everyone wins when participants are financially well.