Supporting Employees in Substance Abuse Recovery: Effective Strategies for Employers

The ongoing opioid crisis and the heightened mental health challenges arising from the pandemic have placed the U.S. workforce in a vulnerable situation. A significant number of individuals are grappling with substance abuse disorders, underscoring the need for employers to play an active role in assisting employees on their journey to recovery. The 2022 Workplace Recovery Survey conducted by applied business research firm Fors Marsh offers valuable insights into how employers can provide meaningful support.

Recognizing the Scope of the Issue

The recommendations outlined in the 2022 Workplace Recovery Survey stem from concerning statistics. The report reveals that one in 11 employees in the United States is currently dealing with a substance abuse disorder, and over 14 million Americans are at various stages of recovery.

Shifting from Discipline to Empowerment

Traditionally, employers have often responded to employees exhibiting signs of substance abuse with disciplinary measures, and in some cases, termination. However, the survey findings suggest that a more effective approach involves implementing four key actions:

1. Education for Awareness: Even if a company offers an excellent benefits package, employees may not be fully aware of all its components. Shockingly, the study discovered that fewer than one-third of respondents were aware that their health benefits covered substance abuse treatment and recovery support. To bridge this gap, regular and comprehensive communication through various channels is essential. Employers should ensure employees are well-informed about the benefits available to them.
   
   
2. Open and Empathetic Communication: Supervisors play a pivotal role in helping employees seek assistance. Nearly 50% of survey participants expressed their willingness to engage with a supervisor or manager about substance abuse-related concerns. Properly training supervisors to initiate and navigate these discussions with sensitivity is crucial. Familiarity with the organization's benefits, Paid Time Off (PTO), and leave policies is equally important.
   
   
3. Fostering Openness and Reducing Stigma: Organizational culture significantly influences whether employees feel comfortable seeking help. If substance abuse is stigmatized or viewed as a weakness, individuals are more likely to conceal their struggles. This can lead to conflicts, errors, accidents, and absenteeism. The report suggests hosting on-site support meetings to foster inclusivity, combat discrimination, and normalize the recovery process.
   
   
4. Streamlining Hiring and Retention: While most efforts focus on retaining employees in recovery, many individuals battling substance abuse are eager to reintegrate into the workforce. The report recommends that employers reevaluate their hiring processes to create pathways for qualified applicants in recovery to be hired. This may involve revising or eliminating policies that have traditionally hindered employment opportunities.

Legislation and Guidance

The Fors Marsh survey echoes the call for supportive actions towards employees and applicants seeking help or undergoing recovery, rather than punitive measures. In April 2022, the U.S. Department of Justice issued guidance emphasizing that the Americans with Disabilities Act safeguards individuals undergoing treatment for and recovery from opioid use disorder. Additionally, the U.S. Centers for Disease Control and Prevention encourages employers to establish formal Workplace Supported Recovery Programs to combat substance misuse, reduce stigma, and promote recovery.

Tailoring Solutions

Recognizing that each employer's circumstances vary based on factors such as size, industry, and location, it's essential to tailor strategies to the unique needs of the organization. Conducting anonymous employee surveys and candid discussions with supervisors can provide insights into the extent of the issue within the company. Once the risk level is established, employers can collaborate with experts to identify cost-effective response measures.

In conclusion, supporting employees in substance abuse recovery requires a shift from punitive measures to proactive and empathetic approaches. By educating, communicating openly, fostering an inclusive culture, and streamlining hiring processes, employers can play a vital role in aiding individuals on their journey to recovery. These efforts not only contribute to a healthier workforce but also align with legal guidance and public health recommendations.

HoganTaylor Talent

If you have any questions about this content, or if you would like more information please contact Jeff Wilkie, Principal of the HoganTaylor Talent practice. More information is also available on the HoganTaylor Talent page of this website.

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