At a glance
Employers should consider creating a Workplace Supported Recovery (WSR) program to prevent substance use, reduce stigma, and encourage recovery. This page offers strategies that employers can use to develop a program at their workplace.
Overview
According to the 2020 National Survey on Drug Use and Health, two-thirds of adults with substance use disorders (SUDs) have jobs.1
Employers should consider creating a WSR Program to prevent substance use, reduce stigma, and encourage treatment and recovery. This may include staying at work or returning to work.
A recovery-supportive workplace aims to accomplish two things:
- Prevent work factors that could cause or prolong SUDs
- Lower barriers to seeking and receiving care, and maintaining recovery
A recovery-supportive workplace teaches managers and workers about substance use disorders to reduce the stigma around this.
WSR programs use evidence-based policies, programs, and practices to reduce multiple risk factors. A comprehensive WSR program would include a workplace naloxone availability and use program. This approach is consistent with Total Worker Health® strategies that integrate all aspects to collectively address worker safety, health, and well-being.
About recovery
Recovery recognizes substance use disorder as a chronic condition from which individuals can recover. However, it requires access to evidence-based treatments and long-term support.
The Office of the Surgeon General defined recovery as "a process of change through which individuals
- Improve their health and wellness,
- Live a self-directed life, and
- Strive to reach their full potential.
When those positive changes and values become part of a voluntarily adopted lifestyle, that is called 'being in recovery.'"
Each person's path to recovery is unique. It is affected by the severity of the substance use disorder and the resources available to the individual. Recovery might include formal treatment (with or without medication-assisted treatment), peer support networks, or a combination.
Explore the Research
Prevention strategies
Evaluate working conditions
Prevent work-related injuries and illnesses that could lead to substance use. Reduce difficult working conditions or work demands that might lead to daily or frequent pain. Evaluate the workplace to reduce working conditions that may lead to employee substance use, such as:
- Extra work demands.
- Personal conflict at work.
- Dangerous work.
Promote the use of alternatives to opioids for pain management.
Promote a supportive work culture and climate
Create a workplace culture that is supportive of workers in recovery. For example, build awareness, reduce stigma, and host alcohol-free and health-focused work social events.
Reducing stigma can help encourage entry into treatment and recovery. To help reduce stigma, put out educational materials and talk about the nature of substance use disorders and recovery. A key talking point is that a substance use disorder is not a moral failing and recovery is possible.
Evaluate workplace norms and drinking rituals that support substance use. While after-work drinks can help co-workers unwind and make friends, they can undermine the recovery of co-workers. Recovering co-workers may want to avoid alcohol use but might experience social exclusion at work for not participating.
Focus on the future workforce
Roughly 90% of individuals with severe substance use disorders began using before the age of 18. Workplaces that employ adolescents and focus on relevant prevention efforts may avoid problems for the next generation of workers. Additionally, a comprehensive WSR program could include resources for employees that are parents of adolescents.
Supportive policies
Develop and share clear and supportive workplace policies
Inform employees about resources available through the employer or union. These resources may be part of a company employee assistance program and health insurance. If those are unavailable, provide resources available in the community.
Offer health and well-being programs that promote work-life fit and teach functional coping skills. Programs that promote and support employee well-being may help employees with their recovery efforts.
Provide information and access to care for a substance use disorder when required. This includes access to medication-assisted treatment, together with counseling.
Have expertise available in employee assistance or health insurance programs to address disparities. Barriers to treatment and willingness to enter treatment and recovery may vary across populations, based on:
- Religious and cultural norms or expectations
- Family history
- Age
- Education.
Provide training to all supervisors and employees
In-person training is a best practice. Only use online training when in-person training is not feasible. Training should cover:
- Types of drugs (including alcohol) and their health impacts.
- How substance use can impact behavior and performance at work.
- Workplace policies involving substance use.
Provide peer support and peer coaching to increase the social support for workers in recovery
Offer second-chance employment
Employment provides economic stability, a meaningful social role, and often direct access to treatment and recovery services. When possible, keep employees who are in treatment at work. Offer second-chance employment for recovering individuals. Accommodate workers, as they return to work and offer other return-to-work assistance.
Resources and tools
Go to the Recovery-Ready Workplace Resource Hub to find more information and a comprehensive toolkit, plus state and local resources.
Learn more about Total Worker Health strategies here.