Breaking Addiction Stigmas in the Workplace

Navigating mental health and addiction in the workplace can be challenging, but it doesn't have to be. We understand the fears employees face when considering treatment and the factors that contribute to these struggles. We're here to provide clear, actionable steps for fostering a supportive work environment.

How does stress in the workplace contribute to substance use?

When employees experience high levels of job-related stress or burnout, they may turn to self-medication, using drugs or alcohol to cope with difficult thoughts and feelings. This can include drinking after a stressful day or using stimulants to keep up with demanding work schedules.

Want to learn more about creating a safe and supportive workplace? Keep reading to discover actionable strategies for employers and employees alike, from offering comprehensive health benefits to rethinking zero-tolerance policies.

How the Workplace Affects Mental Health

One of the many reasons people avoid getting help is that they are afraid to talk about mental health and addiction with their coworkers and bosses. Asking superiors for time off for treatment might seem impossible out of fear of losing one's job or being demoted.

In some work environments, getting a drink with coworkers after work is commonplace. This article talks about how to create a safe place for employees to talk about mental health and addiction struggles without fear of being reprimanded.

The biggest contributors to poor mental health in the workplace are stress and burnout, which can be caused by overworking and enduring extreme pressure. If an employee works long shifts without sufficient breaks or has too many responsibilities in their job, it can become a detriment to their mental health.

Other things that cause stress in the workplace include coworker conflicts, poor management, workplace discrimination, and a lack of safety. Poor mental health caused by work can harm the employee, impact their work performance, and lead to more workplace accidents. Additionally, poor mental health in the workplace can lead to substance misuse.

Breaking Addiction Stigmas Workplace: How Job Stress and Culture Contribute to Substance Use

When people feel extra stress or pressure from their job, or they simply do not find their career enjoyable, they might turn to self-medication. Self-medication is when a person uses substances to cope with difficult thoughts and feelings. The workplace can contribute to, and even encourage substance use, only making a person’s addiction worse.

A typical outing to a bar with coworkers after a long week might seem harmless, but drinking to cope with stress becomes a recipe for future problems. A person who does not know how to properly cope with stress might turn to drugs and alcohol.

A person who is overworked might use stimulants to keep up with the demands of the job. When experiencing burnout and depression, an individual might drink at home in order to recover from their day. Workplaces also do not help those with addiction find help.

Many places of work do not offer paid time off or are quick to replace a position if the person needs to leave. It is also common for people to be pressured to work longer, especially in salary jobs where the employer does not lose money if a person works more.

Why People Don’t Talk About It

While some places are starting conversations about addiction and the workplace, many industries are silent about addiction. A person who is struggling with substance use might be afraid of repercussions if they are honest about their addiction.

Some businesses have a zero-tolerance policy for drug use. While often this is for insurance purposes, it still makes admitting an addiction risky. Others might not know if they will have a job to come back to after treatment. They might have worked hard to get into their position but are afraid of losing everything for treatment.

They might not think that getting treatment is worth losing the income they need to support themselves and their family. This fear of consequences also leaves people isolated. They do not have someone to talk to. Talking to a coworker could be risky since they might tell a boss or human resources.

How You Can Create a Safe Work Environment

Offer Easy Access to Employee Assistance Programs

Employee assistance programs, or EAPs, are workplace intervention problems that can help employees confidentially be assisted with personal, family, or mental health problems. EAPs can offer assistance with substance misuse, as well. Unfortunately, not every business offers this kind of assistance, especially small businesses. Employers should consider finding an EAP for their employees.

Workplace Education About Substance Misuse

Breaking addiction stigmas workplace starts with education. A great way to reduce the stigma is through honest, accurate information. There are many myths about substance use that can prevent people from seeking help. These classes should either be confidential or offered to the entire company in order to avoid singling anyone out.

Offer Health Coverage for Substance Use Disorder Treatment

It is important for individuals to check if their healthcare plans cover substance use treatment. A barrier to treatment is often the cost. Many plans might only offer substance use treatment as an add-on. Individuals should make sure their plans include this form of care as a default option.

Promote Support Groups

Offer support groups for those struggling with mental health and substance use, or for people who are in recovery. These groups can help employees feel less alone.

Provide Confidential Screening Tools

Sometimes what keeps people from seeking treatment is not knowing they have an addiction. Employers should provide their employees with a screening tool they can use in confidence to find out if they have an addiction. If an employee finds that they do have an addiction, they should seek help right away.

Teach Healthy Working Habits

A great preventative measure is making sure that employees are educated on healthy working habits. This can include tools to cope with stress, information on overworking, and tips on maintaining a work-life balance.

Reconsider the Zero Tolerance Approach

There are alternatives to a zero-tolerance approach, which is a policy that means that an employer must terminate an employee who tests positive for illicit substances. Another option could include a policy that requires an employee to seek counseling instead. This option can save an employer money in the long run by not needing to hire and train a replacement.

Reduce Addiction Risks

This can include reducing stress in the workplace, evenly delegating workloads, focusing on prevention, and including substance misuse information. Reducing addiction can help employees in the future and ultimately may save the company money.

Frequently Asked Questions:

• What are the biggest contributors to poor mental health in the workplace?

The biggest contributors are stress and burnout, which can be caused by overworking, extreme pressure, coworker conflicts, poor management, discrimination, and a lack of safety.

• Why are employees afraid to talk about addiction and mental health?

Employees often fear losing their jobs, being demoted, or facing other repercussions due to zero-tolerance policies. They may also worry about not having a job to return to after seeking treatment.

• What is an Employee Assistance Program (EAP)?

An EAP is a workplace intervention program that provides confidential assistance to employees dealing with personal, family, or mental health problems, including substance misuse.

• What are some alternatives to a zero-tolerance policy?

Instead of automatically terminating an employee, an employer could implement a policy that requires the employee to seek counseling or treatment.

• How can employers help reduce addiction risks in the workplace?

Employers can reduce addiction risks by minimizing stress, delegating workloads fairly, providing substance misuse information, and focusing on prevention.

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When facing challenges with mental health or addiction, please know that we at Chateau Health and Wellness Treatment Center are here to support you. We understand the unique pressures of the workplace and are committed to creating a safe, welcoming space for everyone. Our team is ready to help you navigate these difficult situations with confidentiality and compassion, providing the care you deserve so you can regain control of your life. Please call us at (435) 222-5225; together, we can take the first step toward a healthier, more balanced future.

About The Author

Austin Pederson, Executive Director

Austin Pederson, Executive Director of Chateau Health and Wellness

Brings over eight years of experience revolutionizing mental health and substance abuse treatment through compassionate care and innovative business strategies. Inspired by his own recovery journey, Austin has developed impactful programs tailored to individuals facing trauma and stress while fostering comprehensive support systems that prioritize holistic wellness. His empathetic leadership extends to educating and assisting families, ensuring lasting recovery for clients and their loved ones.

Danny Warner, CEO

Danny Warner, CEO of Chateau Health and Wellness

Brings a wealth of experience in business operations, strategic alliances, and turnaround management, with prior leadership roles at Mediconnect Global, Klever Marketing, and WO Investing, Inc. A graduate of Brigham Young University in Economics and History, Danny has a proven track record of delivering results across diverse industries. His most transformative role, however, was as a trail walker and counselor for troubled teens at the Anasazi Foundation, where he directly impacted young lives, a personal commitment to transformation that now drives his leadership at Chateau.

Ben Pearson, LCSW, Clinical Director

Ben Pearson, LCSW - Clinical Director

With 19 years of experience, Ben Pearson specializes in adolescent and family therapy, de-escalation, and high-risk interventions. As a former Clinical Director of an intensive outpatient program, he played a key role in clinical interventions and group therapy. With 15+ years in wilderness treatment and over a decade as a clinician, Ben has helped countless individuals and families navigate mental health and recovery challenges.