Strategies for Safeguarding Investments and Enhancing Employee Well-Being
Individuals in high-stress professions—such as emergency responders, healthcare workers, construction workers, mining and extraction workers, and those in the hospitality industry—regularly navigate challenging work environments. The combination of irregular work hours often leads to heightened stress and feelings of isolation, while physically demanding roles increase the risk of injury and chronic pain. Furthermore, the necessity for short-term opioid use for pain management can sometimes spiral into longer-term dependency issues. These conditions significantly contribute to alarmingly high rates of substance use disorder (SUD) and alcohol use disorder (AUD) within these sectors. According to SAMHSA’s National Survey on Drug Use and Health (NSDUH), these industries are frequently identified as having some of the highest rates of SUD and AUD among employees. Compounding these difficulties is the stigma surrounding help-seeking behavior, further exacerbating the challenges faced across various industries.
The crisis of substance use disorder (SUD) and alcohol use disorder (AUD) cuts across all sectors of the workforce, but in some industries, the toll is especially severe. From the high-pressure world of emergency responders and healthcare workers to the physically demanding environments of construction workers and the long hours of hospitality employees, the impact of this crisis is significant.
For those working in high-stress fields, substance use often serves as an escape from emotional and physical pain. However, this coping mechanism can quickly evolve into a harmful habit that jeopardizes both physical and mental health, as well as job security. Employers in these industries recognize the issue and are actively seeking solutions to support their employees in accessing treatment and long-term recovery while preserving their privacy. Such approaches safeguard their investment in their workforce, protect the reputation of their industry and organization, and ensure the well-being of their staff and the individuals and communities they serve.
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Industries Most Affected by Substance Use Disorder
Emergency Responders: Professionals like police officers, firefighters, and EMTs frequently confront high-pressure, traumatic situations. Their irregular hours contribute to stress, isolation, and elevated rates of mental health disorders, including PTSD and depression. U.S. Department of Justice data reveals that 25% of police officers have a drug or alcohol problem. Additionally, approximately 50% of male firefighters and 40% of female firefighters reported binge drinking in the past month, according to the federal Substance Abuse and Mental Health Services Administration.
Healthcare Workers: Doctors, nurses, therapists, dentists, veterinarians, and other healthcare workers are constantly exposed to sickness, death, and emotional trauma, which can lead to high levels of burnout. Long hours, emotional exhaustion, and easy access to prescription medications contribute to higher rates of substance use. The tremendous pressure and demands on these workers can make it harder to detect substance use issues, and many healthcare employees don’t seek treatment because they’re afraid of damaging their careers or losing their licenses. Studies show that 10-15% of healthcare professionals will misuse substances during their lifetime, and they also have higher rates of opioid use.
Construction Workers: This profession involves significant physical stress and a high incidence of injury. More than 16% of construction workers reported heavy alcohol use in the last month, and individuals in this profession are seven times more likely to die of an opioid overdose than workers in other industries.
Mining and Extraction Workers: Isolated in remote locations, these workers face physically taxing and hazardous conditions, contributing to high rates of untreated SUDs. An analysis found that one in every 12 mining and extraction workers has an untreated SUD, and one in 100 workers in the mining industry has an opioid use disorder. Alcohol use is also a problem, with more than 17% reporting heavy use within the last month.
Hospitality: Characterized by irregular hours and easy access to alcohol, this sector fosters a culture where drug and alcohol use is normalized. Nearly one in five hospitality workers report the use of illegal drugs within the past month, and 12% say they are heavy users of alcohol.
Transportation Workers: Professionals in the transportation industry, including pilots, truck drivers, and train operators, often experience high levels of stress and irregular hours, which can elevate the risk of substance use disorders (SUD) and alcohol use disorders (AUD). In addition, the high responsibility associated with operating vehicles and aircraft further exacerbates the issue, making it crucial for employers to implement supportive measures to address substance use and promote wellness in this critical sector.
Challenges and Impact on Employers
The high levels of substance use disorder (SUD) and alcohol use disorder (AUD) in these industries present significant challenges for employers, impacting productivity, safety, and employee morale. Employers face the difficult task of maintaining the reputation of their business or organization while striving to meet operational demands. This balancing act often places added pressure on leaders to address the needs of their workforce without compromising performance. Furthermore, the stigma surrounding substance use and mental health issues can lead to employees being reluctant to seek help, further complicating efforts to foster a healthy workplace environment.
- Decreased Productivity and Increased Turnover: Substance use and alcohol-related issues can severely affect employee performance. Workers with SUDs have higher rates of absenteeism with an average of 25 days of work per year, compared to just 15 days for colleagues without SUDs.
- Increased costs: The financial burden is significant; untreated SUDs cost employers an average of more than $8,200 per year, escalating to more than $14,300 for higher-level positions. Chronic issues often lead to terminations, contributing to high turnover rates and additional recruitment and training costs.
- Heightened Safety Risks: Employees who engage in substance use are at a greater risk of causing workplace accidents and injuries. This not only jeopardizes their own safety but also poses serious risks to colleagues and public safety, particularly in high-stakes environments.
- Reluctance to Seek Help: The fear of job loss or punitive actions, such as frequent drug testing or diminished responsibilities, prevents many employees from seeking help for SUD or AUD. In certain sectors, like healthcare, substance use can result in the loss of professional licenses. A workplace culture that glorifies heavy drinking can further dissuade individuals from seeking support, as employees may feel pressured to conform to prevailing social norms. Above all, the stigma surrounding SUD often prevents individuals from disclosing their condition to employers, family, or friends, resulting in a cycle of fear and secrecy that perpetuates the problem.
- Impact on Organizational Reputation: High rates of SUD and AUD can tarnish the reputation of the organization and undermine public trust. Employers must navigate the fine line between addressing workforce needs and upholding a positive public image, while also ensuring compliance with regulations and workplace standards.
Approaches to Helping Employees with SUD and AUD
Employers in high-stress industries are increasingly aware of the challenges posed by substance and alcohol use. To effectively support employees facing SUD and AUD, several actionable steps can be taken:
- Implement and Promote Employee Assistance Programs (EAPs): Provide free, confidential access to counseling, support services, and addiction treatment resources. Regularly remind employees about EAP availability through meetings, emails, and posters. Tailor EAPs to address specific stressors, such as support for PTSD or burnout.
- Foster a Supportive, Non-Punitive Culture: Address SUD and AUD as health issues rather than moral failings. Create an environment that encourages open conversations about mental health without fear of judgment. Ensure employees can discreetly seek support without the risk of disciplinary actions or job loss.
- Encourage Early Intervention and Regular Screenings: Promote regular, confidential screenings for substance use to help identify issues early. Train supervisors to recognize signs of SUD or AUD and provide confidential resources for employees who need assistance.
- Promote Treatment and Recovery Support: Establish leave policies that allow employees to seek treatment without jeopardizing their jobs. Develop return-to-work programs that support employees post-treatment and provide ongoing resources to help prevent relapse.
- Provide Education and Training: Offer workshops and resources to help employees recognize the signs of substance misuse. Connecting employees to peer-support programs fosters a supportive community where they can share experiences and obtain guidance.
How CHESS Health Partners with Employers, EAP Programs, and Payers to Address the SUD Crisis
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CHESS Health’s solutions effectively enhance EAP programs by providing a foundational toolset to protect confidentiality while addressing substance use disorder (SUD).
ePrevention contains a digital SBIRT (Screening, Brief Intervention, and Referral to Treatment) module that allows employees to confidentially assess their risk and understand the next steps. When paired with eIntervention, this solution facilitates confidential referrals to essential services for substance use disorders, mental health, and social determinants of health. Additionally, this solution includes a marketing toolkit to promote these resources and encourage voluntary screenings. The toolkit includes copy for website promotion and outreach through email and newsletters, plus flyers and posters. By acknowledging SUD in a non-judgmental way, this initiative helps reduce stigma and directs employees toward appropriate support.
For long-term success, the eRecovery solution improves treatment retention and recovery outcomes for individuals with substance use disorders (SUD) and co-occurring mental health conditions. It includes the Connections app for confidential peer-assisted digital recovery support, the Companion app for family member support, and the Rewards Engine, which streamlines contingency management to incentivize positive behavior change. This solution also includes a marketing toolkit with posters to raise awareness, easy enrollment links, and engagement messaging to promote to their employee base.
By implementing CHESS Health’s solutions, employers can effectively aid their workforce in accessing treatment and long-term recovery while maintaining privacy. These proactive strategies protect the investment in staff, uphold organizational reputation, and enhance the well-being of employees.
