How To Address Mental Health And Addiction Struggles In The Workplace As Covid Fatigue Sets In

Top 5 steps to consider

 
While people had hoped Covid would be behind us in 2022, variants like Delta and Omicron have kept the virus surging and quarantines back in place for many. Working from home appears to be the “new normal” for many employees across the U.S.

The winter blues, pandemic fatigue, quarantines, isolation, and the frustration of still living with Covid with limited social interactions are understandably impacting our mental health.

While things may not be as dire as 2020 because of vaccines, treatments, and a better understanding of the virus, there is still a weariness felt among many, particularly those who are already impacted by mental health and addiction issues.

For people who were starting to go back to in-person medical appointments and treatments for these issues, this may be tabled because of the virus spiking and a shortage of medical staff.  Employers should be aware of employees struggling with mental health and addiction challenges who still need access to care, even with the shortage of in-person treatment available.

Virtual care will be increasingly important as an option for ongoing treatment. There is actually still a stigma that surrounds those with substance use and mental illness challenges, so virtual appointments help many feel more comfortable, and for those who really can’t wait months for an in-person appointment, it is crucial to get timely care. Virtual care will also play an important role in continuing to treat rural populations where access to providers is limited and hospitals have closed or are shuttering in-person visits.

As our CEO has always said, there is no vaccine for mental health or addiction, so whatever advances we have to combat the virus, we still need to be vigilant about our mental health and substance use issues.

In addition to making virtual care an important health benefit for employees, here are additional steps employers can put in place to stay on top of mental health and addiction issues in the workplace:

SUDs are not a moral failing on the part of any individual; however, there are people who hold this severe misconception. By providing management education on the roots, signs, and symptoms of SUDs, they may be less inclined to interact with the concerned employee negatively, and more likely to recognize their need for help.  It is not the role of the supervisor to diagnose, but rather to keep employees safe and help them feel supported.  The U.S. Office of Personnel Management has outlined a comprehensive list of potential signs an employee may be struggling with a substance issue.

A primary barrier to treatment can be an employee’s perceived inability to leave work for therapy or medical appointments; implement policies that will encourage employees to take the time they need and eliminate concern for negative repercussions.  Present these policies to your employees, and confirm they are aware of their options.

Building on efforts to negate stigma, cultivate a working environment that reduces exposure to factors that may increase a person’s risk of abusing substances (unrealistic expectations, limited time off, risk of injury, alcohol use at work events), and lower barriers to ongoing care.  Promote a medical viewpoint of addiction and encourage overall healthy lifestyles.

Taking vacation days, utilizing support as needed, and setting boundaries at work positively impact mental well-being; when employees observe their supervisor taking these steps, they may be more inclined to follow suit.  Self-care and stress management at work supports mental health and may minimize the risk of an employee abusing substances to cope.

Widely discuss the services offered by the company, promote them in commonly used areas, and strongly advocate for their use.  Even if an employee isn’t ready to seek help, knowing there are resources available (and encouraged) may shift their readiness to change, and challenge any belief they will experience negative consequences by accessing treatment for their SUD.  Throughout this promotion, clearly address the confidentiality and privacy concerns employees may have in pursuing those services.

Even when Covid is behind us, it has left in its wake a serious increase in addiction problems that will not go away overnight. Employers need to help their employees navigate these challenges indefinitely and that means providing benefits that can accommodate virtual treatments and immediate visits with healthcare professionals.