Substance Abuse In The Workplace: How Employers Can Offer Support

It’s important for employees to know that they are not alone

One in seven Americans will face a substance use disorder in their lifetime. The prevalence of substance abuse and mental health disorders in the society has been further exacerbated by the pandemic’s prolonged impacts. In a recent study conducted by the Centers for Disease Control and Prevention, about 13% of respondents said they have started or increased substance use to cope with stress and emotions related to the pandemic. Moreover, 40.9% of participants reported at least one adverse mental or behavioral health condition, including symptoms of anxiety and depressive disorders experienced by 30.9% of the respondents. 
 

The issues Americans are coping with, don’t live in silos. They impact each and every part of their lives — their work included. In fact, according to the National Council on Alcoholism and Drug Dependence, more than 70% of those abusing illicit drugs in America are employed. Among workers struggling with addiction or substance abuse, more than one-third said these issues have affected their work even more since the pandemic began. With mental health disorders and substance abuse wrapped in stigma, many workers suffer in silence as their job performance deteriorates—putting themselves, their colleagues and others around them at risk. Afraid to seek the help they need, some may end up leaving the workforce.
 
How can employers help an employee if they don’t know they are struggling? This article seeks to explore the prevalence of substance abuse disorders in the workplace, how these disorders impact the health, safety and wellbeing of employees, how employees can work toward lasting changes and tips employers can impart to offer support to employees who are dealing with substance abuse issues.  

How Substance Use Disorders Impact Workplace Health and Safety 

An employee’s alcohol and/or substance abuse can have far-reaching impacts on their world. While nearly three-quarters of people suffering from substance use disorder are part of the workforce, many employers remain wholly unaware of the true costs associated with this disease. 
 
Substance use struggles can become expensive and high-risk problems for businesses and industries at large ranging from loss of productivity and injuries to an increase in healthcare costs and insurance claims. Researchers estimate that lost work, decreased productivity and additional healthcare spending due to employee drug and alcohol abuse costs companies upward of $81 billion annually. 
 
Looking at the first part of that equation, employees generally miss 15 workdays annually for illness, injury or reasons other than vacation and holidays. That’s according to a recent report by the National Safety Council and NORC at the University of Chicago assessing the impact of substance use disorder on the workplace. In contrast, employees with substance use disorder are more likely to take time off for illness and injury some 25.6 days — 1.5 weeks more than colleagues — the study found. With an employee regularly out or leaving a job altogether, job turnover and training costs can come into play. 

The Work Institute’s 2019 Retention Report claims turnovers cost enterprises 33% of an employee’s annual salary, meaning a lost employee costs about $15,000 or roughly one-third the U.S. median wage. 
 
Other factors that negatively impact the workplace can be harder to quantify in dollars despite the obvious costs. Substance use can lead to diminished job performance, faulty decision making and lack of focus due to the distraction of or preoccupation with addictive substances. It can reduce cooperation among colleagues and supervisors as well as lead to a downturn in workplace morale. Moreover, theft and other illegal activities have been reported.  
 
There are personal costs for workers, too. Missed work results in lost wages and employees have to live with the health and lifestyle effects of substance abuse. Encouragingly, those who have recovered from substance use disorder missed just 10.9 days of work annually, or one-third fewer days than their colleagues, who have never experienced substance use disorder — that’s the fewest days of any group.  

Tips for Making Lasting Change and How Employers Can Offer Support  

Employees struggling with substance use disorders are often caught up in a cycle that, for many people and most of the time, can leave them feeling hopeless. While their brains have been trained to encourage the ongoing use of drugs and alcohol, people can make lasting improvements if they're ready to commit to making a change. It’s important for employees to know that they are not alone. There are tools companies can recommend and workplace shifts that can be made to address the emotional and environmental factors that contribute to an employee’s substance abuse. They’ll ultimately lead to healthier, happier workplaces. 
 

• Focus on culture: Company culture can greatly impact the prevalence of substance use disorder in the workplace. Creating and supporting alcohol- and substance-free workplaces is a start, but it goes beyond simply setting policies for employers. Employees need a culture of support. Employers can build a stigma-free and open workplace culture to aid this. An open line of communication is critical to creating a safe, healthy and substance-free workplace. This means, employers should be communicating with employees about their jobs, the stresses they are facing, and ways supervisors and teams can help relieve stressors and support one another. It also comes down to employees being encouraged to share feedback, express ideas, opinions and issues. The goal here being that employees feel safe, heard and comfortable seeking out help when they are ready. 

 

• Incorporate substance use disorder education: Education on, and preventative action regarding, substance misuse must be ongoing. Without even knowing about an employee’s substance use disorder, employers are dealing with the impacts. Employers should offer employees general education courses about the dangers of drug and alcohol abuse that can actually help employees identify behavioral changes in colleagues who may need support. 

 

• Offer employee resources: Many avoid seeking help for substance use because they are often negatively viewed. Based on workplace culture and a company’s provided education, employees should have the sense that their employer isn’t looking down on them, but rather is understanding and willing to help. Employees may be more willing to seek help when substance use disorders are linked to health and wellness promotion efforts. To support employees through recovery, employers can provide confidential screening, support referrals and follow-up care.

 

• Include benefits to help employees in recovery: The greatest challenge with substance abuse disorders are individuals taking the all-important first step toward seeking treatment. If employers want to encourage employees to obtain help, they can provide low-cost, easily accessible, and even online learning options for employees to tackle their hard-to-break substance use disorders.

Engaging online programs that offer employees self-guided instruction to taking meaningful actions that can have a lasting impact effectively break down barriers for those seeking help. Through these types of programs, employees can gain tools and cognitive skills to retrain their brain to respond to triggers differently and take control of their situation. This will lead not only to resilient, lasting behavioral change and better life, but also to more positive workplaces for all.
 
Building a culture, free from the stigma that supports open communication, provides substance abuse education and resources, as well as breaks down barriers for employees to obtain help, will go a long way for employers. These changes will not only help companies recapture lost productivity, reduce absenteeism and cut costs, but will also provide a safer, more supportive, work environment for everyone.

Clark Lagemann is a seasoned entrepreneur and innovator on a mission to change lives by fixing the biggest problems in healthcare. Currently, as Co-CEO of Avidon Health, he leads a team of behavior change experts who are passionate about providing health strategies that empower people to make positive life changes. Clark is a graduate of Rutgers Business School and is a three-time Ironman finisher. He has also been the recipient of awards including NJBIZ’s 40 Under 40 and Rutgers University’s Entrepreneur of the Year.   Visit https://avidonhealth.com/ Connect Clark Lagemann Follow @AvidonHealth