Recovery-Ready Workplaces Are a Win-Win in the Fight Against Opioid Misuse

Author: Robert S. Teachout, Brightmine Legal Editor

March 5, 2024

Over 105,000 people died from drug overdoses, nearly 80,000 from opioids, the National Center for Health Statistics reported in May 2023. Most overdose deaths at work were from opioids – drugs commonly used to reduce pain, such as oxycodone and fentanyl – that can be prescribed or used without a medical reason.

In November 2023, the Biden administration released the Recovery-Ready Workplace Toolkit to help employers prevent and respond to substance misuse in the workforce and reduce its impact on employers and the broader community. The Toolkit sets out four primary areas of focus or “pillars” to build a recovery-friendly workplace. The program’s goal is to reduce stigma around substance use disorders (SUD), provide employment opportunities, maintain safe workplaces and show employees that their employer supports individuals in recovery.

In the announcement, Health and Human Services Secretary Xavier Becerra stated, “Promoting recovery-ready workplace policies across the private and public sector helps the families and communities most impacted by the overdose epidemic, while also helping to bolster our economy.”

The Workplace Connection

Workplace factors often influence the use of opioids, for example, through prescriptions for work-related back pain. In addition, work-related stress, anxiety, depression or other mental health issues can contribute to opioid misuse by employees seeking a reprieve and relief from their distress. When such factors result in a workers’ compensation claim, it can open a door that is very difficult to close again.

In fact, according to the Centers for Disease Control and Prevention (CDC), 32% of workers’ compensation claims with prescriptions in 2022 had at least one prescription for opioids. CDC prescribing rate maps show that, on average, 39.5 opioid prescriptions were written for every 100 people in the US in 2022, down from 46.8 in 2019. The maps also show that 20 states had rates of more than 42.8 per 100 people, including eight states with more than 52.8.

The Toolkit explains that implementing recovery-ready workplace (RRW) policies helps companies build recovery-supportive work cultures in which it is safe for employees to ask for help and where those who are in recovery will feel welcomed and supported. The benefits for employers are an expanded labor force, increased worker well-being, decreased turnover, improved productivity and reduced healthcare costs.

Strategic Considerations

Addressing opioid addiction in the workplace and creating a workplace culture that is supportive for those recovering from substance use disorder (SUD), while maintaining workplace safety and productivity requirements, is a multi-faceted challenge. An organization needs to carefully plan for the necessary strategic steps needed to create an inclusive environment that promotes employee recovery and well-being. These include:

Implementing Appropriate Policies

Policies should clearly address the organization’s guidelines on substance use and support for employees, including protocols for disclosing an SUD confidentiality as a medical issue and handling requests for accommodations. Policies also must be legally compliant with the laws of the jurisdictions where the employer has workers.

Return-to-Work Approach

An employer can help an employee who has been on leave as part of recovery by having a structured plan for their return to work. Providing a flexible work arrangement or modified work duties temporarily, especially initially, can help an employee reacclimate to the work environment and improve their likelihood of success. Such plans can be tailored to the individual with the help of a healthcare professional.

Support Networks

An employer should encourage a recovering employee to participate in a recovery community organization, such as Alcoholics Anonymous (AA), Narcotics Anonymous (NA), and SMART Recovery. It may also be useful to establish peer support networks within the organization where individuals in recovery can meet and mutually support others who have similar experiences or provide mentorship opportunities for coaching and support.

Education

Given the widespread effect of SUDs in the workplace, employers are well-advised to implement educational and training programs to create awareness of substance use disorder, how to recognize it, its effect on and risks to the workplace and the organization’s policies and resources to help and support employees. A key goal of the education is to reduce the stigma associated with SUDs and create greater empathy for those in recovery. Training also may include workshops or seminars on supporting colleagues in recovery, stress management and coping techniques and balancing work and life needs.

Measuring Success

Policies, programs and strategies for RRW need to be regularly reviewed and assessed to ensure their effectiveness. Individuals in recovery should be asked to provide feedback through surveys or focus groups and their key outcomes monitored, such as retention rates, productivity levels, and comparing absentee rates before and after participating in RRW programs. Employers should use the feedback received to adjust and improve the support system.

A Win-Win

RRW is a win for organizations and their employees. Recovering employees of supportive RRW employers have lower recidivism, improved quality of life and more successful treatment outcomes. Other employees recognize by extension that they also are valued and supported by their employers. In return, employers will achieve increased employee well-being, higher retention, improved productivity and engagement, and reduced healthcare costs, as well as gain improved standing and recognition as an employer of choice in the community.