Addressing opioids in the workplace: Why altering your benefits isn’t enough

It’s no surprise that with more than two million Americans suffering from opioid addiction, employers are feeling the effect. In fact, according to a survey by the National Safety Council, 70 percent of employers report their workplace has been impacted by opioids.

With alarming statistics like these, the spotlight on the employer to address addiction in the workplace is now growing brighter. Employers are uniquely positioned to play an active role in solving the problem. Through their resources and benefit plans, employers have the potential to improve the livelihood of employees and their families, as well as the environment workers are exposed to for most of their waking hours. Employers who are self-funded also have direct control over coverage for opioids as well as alternative treatment.

Related: The best way for employers to help end the opioid crisis

So, what is the most effective strategy for employers in stopping the opioid crisis and what can they do to help employees struggling with addiction?

First, the fundamentals should be in place. Appropriate limitations on coverage of opioids in tandem with coverage of alternative pain therapy is a given. Covering treatment for addiction as well as support for family members of those suffering from addiction is fundamental. Most employers (77 percent, according to the 2016 SHRM Employee Benefits research report) already have some kind of Employee Assistance Program (EAP) in place, but is it enough?

“I believe an employer’s role is to educate, enable and empower employees to make choices, or changes, in their own personal life that will help them be healthy and happy. It’s not something that can be forced upon a person, but a positive culture of genuine care and support can be a source of strength and encouragement,” says Scott Ence, HR Director with Clearlink, a Utah based digital marketing company,

EAPs generally only have a 1 to 5 percent utilization rate—so no, having the benefits and resources in place is not enough. Employers have to understand why employees were not seeking help and break down these barriers. Ence led the charge to change Clearlink’s company culture and get rid of the stigma tied to mental health and asking for help by bringing a licensed counselor onsite at the workplace in two of their largest locations. They launched the initiative with a massive communication, including the underlying message to employees stating, “we care.” The more employers help employees thrive in their personal life, the more engaged and loyal they become to the organization.

Certainly, not all employers are in a position to bring in onsite counselors, but they can adopt the fundamental principles demonstrated by Clearlink. Don’t just have the resources in place; implement policies to shift the culture in the workplace to make it okay for employees to ask for help. Employees are often fearful of losing their job if they are injured or perceived as a risk and feel ashamed.

Employers should do everything in their power to stop the problem before it starts. Avoiding injuries through effective safety policies and ergonomic training can help prevent the need for pain treatment. There are also certain risk factors that increase a person’s risk of overdosing on opioids, according to the National Safety Council, such as obesity, COPD, sleep apnea, heart failure, anxiety and depression.

An effective chronic condition management program can help reduce the prevalence of chronic conditions if employees choose to utilize the program. A culture that endorses healthy lifestyle choices such as walking at work, healthy snack options and taking a break to reduce stress all contribute to reduced risk of chronic disease.

Prior to an acute injury, there is often the onset of chronic pain. Alleviating chronic pain through chiropractic care or active release therapy can reduce the incidence of injury. Covering these less invasive treatments is a must but making it convenient by offering access onsite can increase the likelihood employees will take advantage of care. To further improve utilization, implement a policy to allow employees to access onsite care at no charge, during work hours.

Is there anything else? From a compliance perspective, employers can only address direct job performance issues—they cannot address the origins of why an employee is not performing. Additionally, the American Disabilities Act further complicates the legalities of an intervention in the workplace since employees are protected by law and there can be a liability attached if employers’ step in where it’s not warranted, but generally encouraging employees to speak up and ask for help is acceptable.

Creating a culture and environment that promotes the health and well-being of employees and a company that cares increases the likelihood of employees receiving intervention at every point along the continuum: maintaining overall health, reducing injury, seeking alternative pain therapy, limiting dispensing of opioids, asking for help if a problem develops and covering treatment for addiction and support for family members.

If employers don’t know where to start, start a conversation. Review benefit offerings to ensure resources are available with multiple entry points, then communicate. Educate employees on the benefits, but also communicate a message of care and concern for the total well-being of employees and their families.

More strategies for combating opioids in the workplace:

• Business group urges employers to get more involved on opioid use
• 3 proactive ways to address the opioid crisis in the workplace
• Implementing alternatives to opioids among employees: what to know

Shira Wilensky is national practice leader of health & wellbeing at OneDigital Health and Benefits.