Beyond Screening: HR’s Role In Substance Abuse Support

Top 5 steps to consider

For decades, companies have rightfully reduced risk and increased compliance by screening job candidates for controlled substances. 

These pre-employment steps can save companies from on-the-job accidents, absenteeism and other costly employment issues. But, what happens when employees suffer from addiction to drugs or alcohol? What is the role of HR in supporting them?
 

If the last year taught us anything it’s that employee experience must be empathy-led. We were brought into the personal lives of our employees more than ever before as many juggled working from home, homeschooling and stay-at-home orders. This “new normal”, however, has contributed to a greater number of patients struggling with substance abuse, according to the American Psychological Association. Supporting individuals engaged in this struggle can also be daunting for employers due to the sensitive nature of the situation and various employment laws to navigate. 

To go beyond screening and to support employees suffering from addiction, consider the following: 

1. Offering Telemedicine and Therapy

Those struggling with addiction, often feel ashamed and suffer from mental health issues. The chances of an employee openly communicating their struggles – even to their own doctor – can be slim. HR should ensure benefits packages include tele-health as well as coverage for other, more traditional mental health support options to their employee and their immediate families. Telehealth increased accessibility due to modified regulatory barriers during the pandemic. Virtual access to tools that may assist employees in addressing addiction, allows these individuals the privacy they may need to take the first step to recovery.   

2. Monitoring Employee Sentiment 

A common practice during the pandemic was to send out employee pulse surveys to capture insights into how their lives were being impacted by Covid-19. It not only helped employers measure anxiety and stress, but also understand what programs would be most effective to put in place. Employers should continue to seek this feedback from their employees to best evaluate the services and supports that may be needed during this dynamic time. Should HR see trends in mental health decline, companywide informational sessions, for example, access to virtual guided meditation, virtual yoga or sharing methods to reduce stress, etc. can provide support without singling out individuals (who should be anonymous on sentiment surveys, anyway).  

3. Providing a Way to Give/Volunteer

A Fidelity survey found 59 percent of employees have been personally affected by the cause(s) they champion/support. If HR leaders want to be supportive of their employees, struggling with addiction or who have been personally affected by it, giving them a channel to donate or volunteer with the causes they care about is a great way to support them. Further, 55 percent of employees look favorably at companies that offer a social advocacy program as part of their benefits package (according to a survey of full-time employees in the U.S.). Yet, isolved research found that just 12 percent of employers offer giving and volunteering programs.

4. Incorporating Health & Wellness Holistically

In this “war for talent,” employers who consider the “whole” person are the ones who will win. Regardless of ties to addiction, employees want to have access to programs and people who can help them live their best lives, not just produce their best work. When HR can offer holistic health and wellness programs – financial, emotional, spiritual, intellectual – employees can be fully present at work and home. While there are many factors to alcohol and substance addiction and abuse, wellness programs can support employees, who may be experiencing challenges. When isolved asked full-time employees in the U.S. if they think their company should offer a comprehensive wellness program for their physical, mental and financial wellbeing, here were the responses:

a. 65%: yes (felt all three areas of wellness impact their work)
b. 20% maybe (saw the benefits but weren’t quite sold) 
c. 15% no (felt it was none of an employer’s business)

5. Partner with Qualified Institutions

While HR contends with countless tricky employment laws, substance abuse tops that list. HR leaders can consider partnering with organizations that provide comprehensive service packages and HR advice to ensure they are compliant with the rules and regulations that rule this space. As an extension of an HR team, these services can ensure HR departments are up to date on workforce changes and employment law compliance across every county and state. 

The challenges of alcohol and substance abuse are incredibly complex. The causes and casualties of both are far beyond an employer’s scope, but there are many support systems HR departments can put in place to help employees going through challenging times. 

With more than 20 years of global human resources experience, isolved Chief People Officer Amy Mosher has contributed to the success of multiple public and private companies across various industries, including software, biotechnology and hardware. For the last decade she has served as the Head of Human Resources with Accel-KKR SaaS software portfolio companies, including HighWire Press, Inc., KANA Software, Inc. and, now, isolved – enhancing cultures and building positive employee experiences at each.   Connect Amy Mosher Follow @isolvedHCM