The good news is that employers who proactively address workplace OUDs can benefit the employee, their family and friends, and the communities in which they work by:

Playing a more active role in helping people access the benefits they need
Leveraging employment as a motivator for entering and adhering to treatment
Educating employees about the availability and effectiveness of substance use disorder treatment programs without fear of job loss
Driving better treatment outcomes by improving access to care through virtual substance use disorder treatment

Employers, including human resource, total rewards, and benefits professionals, can play a critical role in addressing today's worsening opioid crisis. It's important to understand that an effective way to tackle OUDs and addiction is to work with line managers and supervisors in establishing a workplace culture where employees are more likely to seek the help they need. This can be done in several ways, including:

Raising awareness — Increase employee understanding of the leading causes of OUD and addiction such as working in physically demanding or high-stress jobs.
Reducing stigma — Since employers are responsible for setting organizational policy, influencing language norms, and purchasing health care benefits, they are in a unique position to foster an anti-stigma culture.
Building a recovery-friendly workplace to support employees — People in recovery often have a high degree of self-awareness, resilience, compassion, dedication, and understanding. These skills and behaviors should be valued for how they positively impact the workplace team, company, and culture.
Using supportive, non-judgmental language in the workplace that treats people with respect and compassion.
Eliminating harmful policies that act as barriers to treatment and recovery, offering assistance to employees who either have a substance use disorder or are caring for others who do.

Instant Insights /

How opioids impact the workplace and what employers can do

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