Chances are one or more of your employees misuses or knows someone who abuses opioids, the powerful prescription pain relievers that can cause impairment, addiction and fatal overdose. According to the U.S. Department of Health and Human Services, some 11.4 million Americans misused prescription pain medicine in 2016 and 2017. Often prescribed for legitimate medical reasons, opioids are highly addictive, and virtually anyone can develop a problem with them.
Sooner or later, the opioid addiction epidemic – which the President has called a national public health emergency – will affect your workplace. Consider these staggering statistics:
Data from other sources, including the HHS and the Henry J. Kaiser Family Foundation, also show that more than half of adults with an opioid addiction are employed. That translates to increased costs for employers, from lost productivity to increased health care bills. Nationwide, the CDC and the HHS estimate that the total economic burden of opioid abuse is approximately $78.5 billion annually – with $29 billion of that representing increased health care costs.
Signs of opioid abuse can be difficult to spot. A recent survey by The Hartford Financial Services Group insurance company found that only 24 percent of HR professionals and 18 percent of workers feel confident they could recognize an addict. Further complicating matters are American with Disabilities Act and Equal Employment Opportunity Commission guidelines that make it extremely difficult for employers to determine if an employee’s use of drugs is legitimate or not.
Still, employers can take steps to reduce employee substance abuse. In turn, they can decrease health care costs and workplace injuries while improving productivity.
If you suspect one of your employees is abusing opioids or has a family member struggling with the issue, provide the opportunity for that person to confidentially discuss his or her health benefits with an HR professional. Emphasize that the company will protect the privacy of employees who seek treatment, in accordance with HHS federal regulations regarding the confidentiality of alcohol and drug abuse patient records.
If you don’t have in-house HR resources, you can work with a qualified, third-party HR expert like Axcet HR Solutions, which can help you navigate these issues.
Serious addictions, left untreated, ultimately will result in poor job performance or attendance. When this occurs, you should document the behaviors. You also can coach or discipline employees for legitimate problems at work, even if they are related to legal prescription drug use. A caring conversation about an employee’s options for help may be more beneficial in curbing the issues than threatening or abruptly terminating an individual.
For more information on steps you can take to address opioids in the workplace, read the National Safety Council’s report.
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