Investing in Recovery: How Employers Can Reduce Costs and Retain Talent with Substance Use Disorder (SUD) Programs in the Workplace

Investing in Recovery: How Employers Can Reduce Costs and Retain Talent with Substance Use Disorder (SUD) Programs in the Workplace  

By ASAP Staff

Replacing a worker can be expensive. The Society for Human Resource Management (SHRM) reports that it can cost an employer anywhere from 6 to 9 months of an employee’s salary to replace them. For an employee making $50,000 per year, that comes out to $25,000–$38,500 in costs such as recruiting and training. 

Now compare that to the average yearly cost of employees with an untreated Substance Use Disorder (SUD). According to a report from NORC at the University of Chicago and the National Safety Council (NSC):

“Employers spend an average of $8,817 annually on each employee with an untreated SUD.” Conversely, “each employee who recovers from a SUD saves a company over $8,500 on average, according to the analysis–and employer-initiated treatment is more successful than treatment initiated by friends or family members.”   

Seeking Help for a Substance Use Disorder 

According to a report by the SAMHSA Office of Applied Studies’ Treatment Episode Data Set (TEDS), 2005, found that nationally only 35% of people in outpatient substance abuse treatment will successfully complete a program. However, people in an employer-sponsored program had the highest rates of completion (49%). Additionally, American Substance Abuse Professionals (ASAP) has a success rate of returning 85% of employees to work. 

Many with a SUD find it challenging to admit they have a problem. With current stigmas around drug and alcohol use, employees may not know how or if they can ask for help.  Employers who include options in their employee drug-free workplace policies such as self-referral and second chance programs, lend support to employees who are ready to take the first steps to recovery and encourage a healthy work environment. ASAP, a leader among substance abuse professionals stands ready to help in this process and can guide employers and employees on the next steps.  

Programs and Education 

ASAP assists employers who offer second chance opportunities in recognizing and effectively implementing substance use disorder programs that can help retain employees who take advantage of substance use treatment and supports the Substance Abuse and Mental Health Services Administration’s (SAMHSA) first annual Substance Use Disorder (SUD) Treatment Month in January.  Each week in January features a theme: 

Week 1: Starting Fresh 

Week 2: Reducing Stigma 

Week 3: Demystifying Treatment Options 

Week 4: Supporting Treatment-Friendly Communities 

According to the agency’s announcement:

“SUD Treatment Month is an opportunity to reflect on our relationships with substances, learn about SUD and effective treatment options, and connect to resources. Recovery is possible. Almost 75 % of those who have ever had a substance use problem considered themselves to be in recovery or to have recovered from their drug or alcohol use problem, according to the 2023 National Survey on Drug Use and Health (NSDUH).” 

Seeking Treatment  

With the help of ASAP and trained substance abuse professionals, employers can update existing policies to include legally compliant options for employers to seek help before accidents happen.  Employers can support employees by including options for self-referral and second chance programs, in addition to follow-up or return-to-duty testing when permissible.

The key to a cohesive and comprehensive testing program is considering state laws that apply to the general workforce as well as federal government employees.  Compliant drug and alcohol testing programs that offer options for employees foster workplace changes that go beyond termination.  

Treatment Improves Health and Transforms Life

Tom Coderre, SAMHSA’s Principal Deputy Assistant Secretary, helped launch SUD Treatment Month by sharing his story of how SUD treatment improved his health and transformed his life. It offered him a fresh start, ultimately leading him to work at SAMHSA, the agency that provides funding for the treatment resources he received years ago. 

“Treatment was an essential part of my journey to recovery,” Coderre said. “I had a safe place to do the work necessary, to take stock of my life, and to understand my disease better. It offered practical ways to manage my disease. I am forever grateful for my treatment experience; it helped me build the foundation which I could build the rest of my life upon.” 

Coderre’s story is a perfect example of how it is never too late for someone to take control of their health, seek help, and receive the treatment they need and deserve. 

ASAP, through its workplace SUD programs and research supported by NIH studies in collaboration with the Johns Hopkins University Center for Learning and Health, has found that “the job” serves as a powerful motivator for employees to seek the help they need. A well-designed workplace program, coupled with long-term support, provides the essential reinforcement to help individuals stay on track and sustain their recovery over time. For employers, making that help available through the company is not only often the right thing to do but a smart business decision. 

Conclusion 

A successful general workplace program encourages employers to review their drug-free workplace policies to ensure they are giving employees the best resources.  When the cost of hiring is greater than the cost of retaining good employees who need support, employers should review their drug and alcohol testing programs to include options referred to them by their SAPs. This approach allows businesses to thrive with employees who are ready to work. 

Contact us at info@go2asap.com to learn more about workplace SUD program options and how we can help.