In America, for every three people with a substance use disorder (SUD), two of them are employed in the workplace. And for each employee with an untreated SUD, employers are spending an average of $15,000 on health care.
Bring stigma out of the shade and into the light by building awareness, openly committing company support, and promoting helpful programs.
Understand the Depth of the Issue
There’s no doubt your company has employees struggling with the physical, emotional, and financial hardships that come with addiction. And most of them are struggling in silence.
To see how this struggle affects the workplace, the statistics tell the story:
- Employees with an SUD are five times more likely to miss work. (National Safety Council)
- Up to 25% of the American population goes to work under the influence of alcohol or an illicit substance. (National Institute on Alcohol Abuse and Alcoholism)
- Only 4.5% of people needing help received the treatment they needed.
- Annual medical costs per affected enrollee were more than $15,000.
Calculate Your Company’s Substance Use Cost
The National Safety Council has updated the “Real Cost of Substance Use to Employers” tool. This cost calculator is an authoritative tool providing business leaders with specific information about the cost of substance use (prescription drugs, alcohol, opioids, and heroin) in their workplace, based on employee size, industry, and state.
Promote a No-Stigma Workplace
SUDs are common, chronic, and treatable medical conditions. So why are employees so hesitant to seek help with addiction? They’re uncomfortable seeking help at work because of the stigma attached to substance use — fear of others’ opinions and of being fired.
To counteract that stigma hiding in the shadows, bring your support into the full light at work.
Create a communications plan to educate employees about SUDs, announce the company’s support for those who need help, and get others involved.
- Send company-wide communications stating that the company “values the health and safety of all employees who are willing to accept workplace-based help and support for substance use disorder.” Be sure to include reference to the available assistance programs.
- In an email communication, link to your policy on substance use at work. To see different types of such policies, read how to choose the right one for your workplace.
- Become a StigmaFree Company through a program at the National Alliance on Mental Illness. Ask employees to take the No Shame Pledge online.
- Explore the benefits of becoming a Recover-Ready Workplace through the US Department of Labor.
Communicate Benefits That Can Help
You may not have a dedicated program to guide employees through addiction and recovery. But you’re likely to have an EAP with helpful resources.
Key things to communicate:
- It’s 100% confidential — let them know the company will never know they’ve sought help.
- No judgement — it’s a safe space to talk about issues with substance misuse or abuse.
- There are free counseling sessions — tell them how many, and mention follow-up resources.
- Counselors can connect employees with services for:
- Medical procedures and detox
- Addiction treatment
- Mental health support
If you have other resources that offer additional support, be sure to put the word out. That might be a wellness program or benefits through your company’s medical plan.
For ideas on how to communicate these critical programs, think outside the box and avoid the five common comms missteps. Not all employees read their email or click on QR codes.
HR has an opportunity to reduce health care and recruiting costs. But more importantly, we have the opportunity to truly save lives through building awareness and promoting helpful programs.
