Pay Now
Client Login

Substance misuse among employees has increased, which has been made easier because addictions are easier to conceal in remote and hybrid work situations.

The situation was already a serious problem, but human resource professionals have found that substance use, misuse and abuse have increased significantly since the pandemic. In 2014, according to a National Survey on Drug Use and Health, 55.1% of the US population with substance-use disorders held full-time jobs. Due to the pandemic, however, this figure has likely risen significantly.

Employers need workers to be productive and engaged, so offering substance-misuse
benefits would often make sense. By failing to help employees who are either experiencing substance use disorders themselves or have a family member in this situation, employers are putting at risk the investment they made in that employee.

Best Practices When Offering Substance-Misuse Benefits

When deciding on what benefits to offer employees affected by substance misuse, employers should follow some best practices, such as offering a variety of solutions, ensuring easy access, destigmatizing the issue, and protecting employee privacy.

Offering Various Solutions

Employee assistance programs (EAP) are not always sufficient to address substance misuse issues. These programs cover a limited number of visits, and privacy might also be a concern. As a result, employees might prefer to avoid EAPs.

By offering various other options, employees are more likely to take advantage. Therefore, employers should also consider offering telehealth, contingency management programs, digital support, peer support and recovery ambassador programs.

Ensuring Easy Access

The more challenging it is for an employee to access substance-misuse benefits, the less likely they will take advantage. Employers offering telemedicine services should ensure that their employees can easily access mental health professionals.

It might even make sense to provide access to a separate service dedicated to mental health so employees can easily connect with various professionals. Another advantage of telehealth services is that employees don’t need to leave work when undergoing treatment.

For more employee benefits solutions, contact INSURICA today.

Copyright © 2022 Smarts Publishing. This is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice.

About the Author


Share This Story

Stay Updated

Subscribe to the INSURICA blog and receive the latest news direct to your inbox.

Subscribe to the blog

Related Blogs

Preventing Burnout in Working Parents Helps Employers

May 3rd, 2024|Blog, Employee Benefits|

For companies aiming to elevate productivity, engagement, and loyalty in the workforce, prioritizing support for working parents may be a wise investment. Experts agree the stress of balancing professional and family obligations exacts a significant toll, frequently culminating in burnout — and businesses bear the brunt of the consequences.

Using Employee Feedback to Optimize Benefits Packages

May 2nd, 2024|Blog, Employee Benefits, Trending|

As employers look to reduce spending, many are slashing essential worker benefits like 401(k) plans, health insurance, and tuition assistance. However, experts warn against indiscriminately axing the costliest perks employees rely on. They say a better strategy is identifying underutilized offerings to cut and reallocating those dollars toward in-demand benefits.

The Game-Changing Benefit You’ve Been Overlooking: SECURE 2.0’s Student Loan Matching

May 1st, 2024|Blog, Employee Benefits|

A key provision in the SECURE 2.0 Act that took effect January 1 could be a game-changer for employers looking to assist workers with student debt while also bolstering retirement savings.

Go to Top