The occurrence of drug and alcohol addiction and abuse is common in the United States. The effects of substance abuse and addiction are far reaching for both the addict and the family members of the addict, even extending into the workplace.
One nationwide survey by the Hazelden Foundation, a nonprofit chemical dependency treatment, training, and research provider, found that 36% of employees stated that one or more of their co-workers had been less productive, missed work, or distracted due to a substance abuse issue within their family. Of the 1,190 employees surveyed, 26% reported having a substance addict within their family. Of those that reported having an addict in their family, 42% stated that the addiction issue had impacted their performance at work negatively.
The Making Recovery America’s Business survey also showed that 69% of those surveyed felt their concentration at work would be impacted negatively if they had a family member with a substance abuse issue.
For employers, replacing employees with a substance addiction entails a great deal of time and cost to recruit and train a new employee. It’s often much more cost effective to assist and encourage employees to seek treatment. Offering addiction resources actually has many benefits (from boosting employee morale and productivity to reducing absenteeism) that ultimately can affect the financial bottom line of a company. Employers can learn more about program options from Drug-Free Workplace.
Most businesses have a positive position and attitude when it comes to offering employees treatment for substance abuse and addiction. The Hazelden Foundation discovered that 89% of human resource professionals felt that treatment was an effective approach to help an employee overcome addiction; 73% additionally thought that the person returned as a productive employee.
Employee Assistance Programs (EAPs) are used by many businesses as a primary resource for employees who have a family member with substance addiction and those personally struggling with a substance addiction. These programs can provide an array of assistance to the employee, from crisis counseling and support to treatment referrals.
Hazelden found that around half of the surveyed employees said they would use an EAP program for help dealing with their own addiction or that of a family member. However, the survey also revealed that 19% didn’t know if their employer offered an EAP.
EAPs are often overlooked by employees and not given sufficient attention by employers. EAPs simply aren’t the hot topic that escalating health care costs and health plans are. Furthermore, unlike 401 (k) and medical coverage, the employee doesn’t see an EAP deduction on their paycheck stub. So, employers need to be careful that they aren’t letting their EAP be overlooked as an important part of the benefit package that they’re offering their employees.
Availability can be emphasized through a number of portals. For example, even though an EAP isn’t typically among those annual benefits that the employee must re-enroll in, the annual benefits enrollment window is an ideal opportunity to emphasize EAP availability and provide EAP-related communication materials to employees. Of course, since some employees might be focused solely on their insurance benefits, EAP information should also be distributed periodically throughout the year. Employers may also coordinate with providers such as Substance abuse clinics (outpatient) insurance to streamline referrals.
The EAP vendor for the business can usually provide posters, newsletters, table displays, flyers, envelope stuffers, and such. Some EAP vendors might have electronic materials for employers that include email as an employee communication tool. Employers might also find additional resources at Substance Abuse Centers Insurance, or request a vendor representative to attend an employee meeting.
In closing, EAPs are a sensible approach to substance abuse that impacts the workplace. They’ve been shown to have a great potential in helping employees, but are only effective if employees know the EAP is available and understand what the EAP can offer.
Frequently Asked Questions
What is an Employee Assistance Program (EAP)?
An EAP is a workplace benefit that offers confidential counseling, support and referrals for employees dealing with personal issues, including substance abuse.
Will using an EAP affect my job status?
Using an EAP is typically confidential and does not automatically affect employment status, but employers and employees should check their specific workplace policies.
How can employers increase awareness of available EAP services?
Employers can publicize EAPs during benefits enrollment, distribute printed and electronic materials year-round, and invite vendor representatives to employee meetings.