Addiction issues aren’t going away: How are you helping your employees post COVID?
While the end of the pandemic may finally be on the horizon, the addiction issues are, unfortunately, here to stay.
Substance abuse and addiction continue to take a toll on workplaces across the U.S., with nearly 11 million workers across America struggling with a substance use disorder.
In the first few months of the pandemic, alcohol sales rose 27%. With on-premise dining shut down during this time, alcohol sales shifted from restaurants and bars to in-home. Compared to this time a year ago, during the week that ended May 9, 2020, brick-and-mortar alcohol sales rose 41%. In addition, a study of American adults, showed psychological distress related to the pandemic was strongly associated with alcohol use quantity and frequency, as well as heavy drinking.
Related: How companies can support employees with substance dependencies
Just last month at Quit Genius, we conducted a survey of 1,075 full- and part-time workers and found increasing use of alcohol and drugs during the pandemic, especially among those working remotely. We learned that:
- 75% worked remotely at some point during the pandemic
- 38% reported drinking more alcohol during the pandemic
People working remotely during the pandemic were more likely to report increased alcohol and drug use:
- 51% have increased their alcohol intake (versus 38% overall)
- More than 1 in 4 remote workers reported going to work impaired by alcohol, drugs or both, a rate that is 3.7 times more likely in remote workers than non-remote workers, and 3.5x higher in men than women
Access to treatment has also been impacted by the pandemic, which caused delays and reduced access to programs people use to maintain sobriety. There has also been a disruption in routines and increased social isolation, both of which can cause addictions to spiral.
Employers are understandably concerned about their employees’ health and well-being but also need to consider how it impacts financial costs to the organization.
Research into the Quit Genius client base shows that employees with multiple addictions can cost employers between $16K-$21K annually, almost three times more than those with no Substance Use Disorder (SUD). Overall, lost productivity as a result of SUDs costs employers $25.5 billion annually. The typical worker misses about two weeks (10.5 days) of work annually for illness, injury or reasons other than vacation and holidays. But workers with a SUD miss nearly 50% more days than their peers, averaging nearly three work weeks per year.
In addition to the cost burden inflicted on employers from the business consequences of addiction – a list that includes lost productivity, increased health insurance claims, high turnover and workplace theft – the use and misuse of alcohol can significantly impact workplace safety.
While the end of the pandemic may finally be on the horizon with the distribution of vaccines, the addiction issues are, unfortunately, here to stay. So how can employers take care of employees with substance use disorders while reducing costs and improving productivity, safety and performance in the workplace?
Reduce stigma. It’s important to foster an environment where substance abuse can be discussed openly and without stigma. In addition, awareness programs should be launched that focus on substance use. They should include broad education that reduces associated stigma, and the best ways to work with employees and family members who may be struggling with a SUD. Through Employee Assistance Programs (EAP), resources and referrals to mental health professionals can be provided to ensure employees are cognizant of support programs that are available and how to access them.
Screening. Examine if your program effectively screens and assesses substance abuse issues when doing employee screenings. For example, are you accurately capturing in the screening what constitutes too much drinking on a weekly basis? Many people don’t realize that they are drinking well above the amount considered to be acceptable and low risk, according to standards set forth by the National Institutes of Health. Who is falling through the cracks at your company because they’re not being asked about their typical alcohol intake?
Education. People generally want to know why they may have a substance use disorder and what makes them vulnerable. Make sure your behavioral health program has research-based information available that explains how genetics, experiences of trauma or stressful environments may all play a role in who faces the greatest risk of substance use disorder and why.
Accessible treatment and choice. It’s very important to give people a range of options when it comes to care once they are ready for help with substance use. Not everyone, for example, requires inpatient treatment, and many are more comfortable with digital or virtual treatment plans that can be more flexible and manageable for them. Employees need to be empowered to be the agents of change, so make sure your benefits program gives them options and helps them to vocalize what treatment plan they feel will be most successful for them in meeting their specific goals.
Employ technology tools. Information and communication technologies can play vital roles in addressing and managing SUDs in the workplace for both on-site and remote employees. Technologies can be used as adjuncts to traditional treatment or, in some cases, a stand-alone therapy. Employing a virtual addiction technology solution can improve substance abuse and prevention treatment in a way that is cost-effective and increases reach to a broader population, including the many people with SUDs who aren’t in treatment.
As employees move through the aftermath of the pandemic and continue to battle alcohol and other substance use issues, it’s important for employers to be focused on how to put processes in place to make sure no one is falling through the cracks and are getting access to the treatments they need.
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