Policies are an excellent foundation for a recovery-supportive workplace, but to create lasting change, support needs to be a part of company culture.
Substance use disorder (SUD) can impact the workplace in a variety of ways, from increased absenteeism to employee turnover and even accidental overdose. Seventy-five percent of people with an SUD are employed. Gone are the days of ignoring the impacts of SUD in the workplace or asking employees to “check their problems at the door.” It is imperative for employers to have support in place for employee wellbeing, recovery and expectations, and policies for how to address SUD in the workplace.
To prevent SUDs, employers must first acknowledge that it is a workplace issue. Creating a supportive environment for mental health and recovery is essential. This means fostering a culture that encourages healthy lifestyles and behaviors.
Employers can take proactive steps by training teams through programs like Mental Health First Aid, Psychological First Aid, ASIST, QPR and more to learn to:
● Recognize the signs and symptoms of substance use
● Approach colleagues who may need support with empathy and care
● Connect employees to the appropriate resources and assistance programs
Leadership plays a critical role. By leading with openness, sharing success and personal stories and actively working to reduce stigma, employers can break down barriers that keep employees from seeking help. While these conversations may feel uncomfortable at first, addressing substance use is both the right thing to do and a smart business decision.
Supporting recovery delivers measurable business benefits, including reductions in:
● Healthcare costs by an average of $536 per employee per year
● Turnover costs by $500-$4,000 per employee, depending on the industry
● Absenteeism by up to one full week per employee
● Lost productivity by $3,200 per employee annually or more
Even with these savings, some employers may struggle to see the direct impact of substance use in their own organizations. To help, the National Safety Council created a calculator that shows business leaders the specific costs and risks substance use creates within their workplaces.
It’s important for your organization to have a clear policy on drug and alcohol use in the workplace. Below are some programs that provide education and support, helping employees make healthy choices and feel supported.
A Drug-Free Workplace is a workplace that enforces a formal policy prohibiting alcohol use, illicit drug use and the misuse of prescription medications. Its primary purpose is to prevent substance use and impairment on the job while complying with legal and safety standards. Common elements of a Drug-Free Workplace include written policies, employee education, supervisor training, drug testing and employee assistance programs (EAPs).
The focus is on prevention, compliance, safety and productivity. The Federal Drug-Free Workplace Program for federal employees and contractors provides a toolkit with resources valuable for any employer.
Many organizations begin with a Drug-Free Workplace policy, but some choose to go further by embracing recovery as a strength and building a culture of support. Two common designations — Recovery-Friendly Workplaces and Recovery-Ready Workplaces — help organizations take that next step. While they share the goal of creating healthier, more supportive environments, they differ in scope and focus.
Recovery-Friendly Workplaces (RFWs)
Recovery-Friendly Workplaces typically maintain all the standards of a Drug-Free Workplace while also supporting individuals in recovery. The emphasis is on cultivating a culture that:
● Recognizes recovery as a strength
● Reduces stigma around substance use and recovery
● Encourages open communication and support
● Provides flexibility and understanding for employees in recovery
Recovery-Ready Workplaces (RRWs)
Recovery-Ready Workplaces take the concept a step further. RRWs adopt formal policies and practices that not only support employees in recovery but also actively reduce the risks of SUDs in the workplace. They ensure employees have direct access to recovery resources and education.
According to the Department of Labor, RRWs develop policies under four key pillars:
● Prevention & Risk Reduction – creating proactive strategies to lower substance use
● Training & Education – ensuring employees and managers are equipped to understand and respond
● Hiring & Employment – intentionally recruiting, employing, and supporting individuals in recovery
● Treatment & Recovery Support – connecting employees with services and resources to sustain recovery
Which is Right for Your Team?
A Recovery-Friendly Workplace is a good fit for teams looking to build compassion into existing workplace policies and create an inclusive, stigma-free culture without overhauling their entire structure. A Recovery-Ready Workplace is a bit more structured in its policies and approach, building systems that integrate prevention, education and support throughout the employee lifecycle. The Department of Labor has a Recovery-Ready Workplace Resource Hub if you are interested in learning more.
Policies are an excellent foundation for a recovery-supportive workplace, but to truly create lasting positive change in employee wellbeing, support needs to be a part of your company culture. Start by getting buy-in from executives to support mental health programs from the top down. Have open conversations about mental health and substance use to help break the stigma; have leadership share their own stories of struggle and recovery if they are comfortable. Extend mental health initiatives past National Substance Use Awareness Month in October to year-round discussions. Provide comprehensive support via digital tools, education, peer coaching and care management. Make sure resources are easy to find and access, and communicate regularly about them to employees.
NSC and Youturn Health have partnered to launch an employee wellbeing program to help address workplace SUD and other challenges. The program includes:
● Stakeholder training for the employer
● Access to an online learning management system for employees to learn more about mental health, substance use, stress management and more
● One-on-one support for employees from a trained and certified peer coach with lived experience who will help them work on their wellness goals and connect them to community resources
● Support for employees' families at no additional cost – because if one family member struggles, the whole family struggles
To learn more about the program, visit Youturn Health.
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