How employers can help prevent drug misuse

For the last few years, drug overdose has been on the rise across the nation. More than 107,000 Americans died of drug overdoses in 2021, the highest death count ever recorded, according to the Centers for Disease Control and Prevention. That translates to roughly one overdose death every five minutes, which does not capture the numerous other non-fatal overdoses that are occurring, all of which can be prevented.

Synthetic opioids were responsible for more than 71,000 overdose deaths in 2021.  Illegal fentanyl – a synthetic opioid that is 50-100 times more powerful than morphine – is more available than ever, now often being laced into other drugs, like counterfeit prescription pills.

In addition to overdose deaths, many Americans have increased their drug use in recent years. In a survey by LifeWorks and the Hazelden Betty Ford Foundation, 29% of Americans who use drugs reported increasing their consumption since the onset of the pandemic.

With drug use, misuse and overdoses on the rise, U.S. employers cannot afford to ignore this national problem.

The Cost to Employers

Many employers believe that substance misuse isn’t a problem among their employees, but according to the National Safety Council, 1 in 12 workers is dealing with an untreated substance use disorder (SUD). Even if you don’t see it, substance misuse is likely happening among your employees, and it has significant business costs.

Employees with a SUD have double the health care costs as the average employee without one, with the annual costs of an untreated SUD ranging from $8,255 to $14,000 per employee. Beyond health care costs, absenteeism and lost productivity spike with substance use. In the Lifeworks and Hazelden Betty Ford Foundation’s survey, 1 in 4 people reported that drugs or alcohol have made it difficult for them to complete job tasks, and 19% missed work or called in sick at least once per week due to alcohol or drug use.

Read more: Adding SUD coverage could offset Medicare costs, says study

These costs, coupled with the increase in drug misuse, reveal an opportunity for employers to take a more active role in preventing substance misuse and supporting employees in recovery.

How Employers Can Help

So what can employers do to tackle substance misuse in their workplace?

1) Know the red flags

Train team members and supervisors on the warning signs of SUDs. Red flags can include, but are not limited to, an increase in mistakes or accidents, long, unexplained absences, difficulty concentrating, decreased performance and increased absenteeism.

HR staff can also use employee data to keep an eye out for potential issues in your workforce. Health care claims data might show warning signs, like frequent renewal of opioid prescriptions or more frequent emergency room visits.

2) Cultivate a recovery-friendly workplace

Over the last few years, many businesses and states have developed initiatives to create recovery-friendly workplaces (RFWs). According to the state of New Hampshire’s program, “RFWs encourage a healthy and safe environment where employers, employees, and communities can collaborate to create positive change and eliminate barriers for those impacted by addiction.”

This means fostering a workplace that actively discusses all aspects of substance misuse with employees from prevention to treatment, and works to reduce associated stigma and supports employees in recovery. Aim to create a space where substance misuse can be addressed openly and where employees can turn to receive assistance without judgement or repercussions.

Related: 4 ways employers can combat prescription drug overuse and abuse

One starting point can be adopting a corporate value statement that supports prevention and recovery, and destigmatizes substance misuse. Consistently engaging with employees on these issues from all levels of your organization can go a long way in creating a workplace culture that feels safe and supportive for those struggling with substance misuse.

3) Provide resources that address prevention and recovery

Embracing the role of a recovery-friendly workplace also means providing education, tools and benefits to support employees throughout their recovery journey. Examples include:

• Ongoing employee education

Provide a variety of communications and materials on the risks of drug misuse, prevention and available recovery resources to help raise awareness and reduce the stigma associated with SUD.

Including material in annual open enrollment or new hire health care packets can be a great way to engage on these issues during a time when they are thinking about their upcoming health needs.

• Supportive benefits

An employee assistance program, or EAP, can provide support to employees who are actively struggling with substance misuse, mental health or other personal concerns. Resources can include case assessment, counseling, treatment planning, self-help tools and more.

Substance misuse can often be coupled with increased stress and/or mental health concerns. Employee programs that support overall wellness can be great tools in preventing substance misuse and supporting those in recovery. Wellness programs can include stress reduction, emotional health support, wellbeing apps and platforms, fitness reimbursement, and encouraging employees to take care of their whole selves.

• Encourage safe medication management

According to a Stericycle survey, nearly 50% of Americans have 1-to-3 bottles of unused prescription drugs in their home medicine cabinet. Holding onto expired or unused medications makes it incredibly easy for a friend or family member to misuse those substances, or for a child to accidentally ingest them. Similarly, people often aren’t sure how to properly dispose of leftover medications. Flushing medications or throwing them in the trash sends harmful chemicals into our waterways and landfills. Moreover, these disposal methods don’t prevent someone from finding and using the still potent drugs.

Read more: Addressing mental health and addiction in the workplace

Educating employees on medication safety and proper disposal of medications can go a long way to prevent prescription drug misuse before it starts. One easy, low-cost tool workplaces can provide is safe, at-home drug deactivation pouches, which uses activated carbon to render medication chemicals fully inert and safe to throw away in household trash.

• Provide overdose prevention training and resources

Naloxone is an approved medication that reverses an opioid overdose with a nasal spray or injection. Making it available in the workplace, training employees on how to use it and providing it to employees to take home can save lives.

• Alternative pain management

While prescription opioids can be helpful for many medical needs, these medications can be incredibly addictive. Ensure that your health benefits offer employees alternative pain management options, such as acupuncture, occupational therapy, massage and physical therapy.

Prevention and Recovery is Good for Business

Focusing on employee wellness, especially that centered around recovery and substance misuse prevention, not only results in healthier employees, but it’s good for your bottom line.

According to the National Safety Council, workers in recovery:

• Save employers more than $8,500 annually
• Miss 13.7 fewer days that employees with an untreated SUD, and 3.6 less days than an average employee
• Tend to stay in their jobs longer, increasing employee retention

As an employer, taking a more active role in substance misuse prevention is good for business. With many currently battling substance misuse in the workplace, it is crucial to provide employees with the education and resources needed to prevent substance misuse, encourage proper drug disposal, support those in recovery and eliminate the stigma surrounding SUD. Prioritizing employee wellbeing and fostering a recovery-friendly workplace benefits both your employees and company, paying off in more ways than one.

Allison Brown, CHRS, has 30 years of experience in the human resources space and is a nationally recognized health reform expert. She is the founder of Health e(fx), a solutions provider that helps employers with ACA compliance, and an Advisory Council member for Verde Environmental Technologies Inc., maker of the Deterra Drug Deactivation and Disposal System.