Help for opioid addiction: Some progress, much more to do
Media attention around the opioid epidemic in the United States may have cooled, but statistics show the challenges are far from over. The opioid-involved death rate increased over 15% from 2020-2021. While recent Centers for Disease Control and Prevention data shows the rate has stabilized since then, the number of deaths remains upwards of 100,000 per year, frighteningly high.
Substance Use Disorders cut across all demographics: One study suggests approximately one out of every 11 workers in the US has a SUD. With numbers like these, it’s more likely than not that your life has been touched in some way by some form of SUD. What’s the impact on the workplace? The same study found that workers with untreated SUDs cost employers an average of $8,255 per worker, per year through turnover, absenteeism, and healthcare-related costs.
The employer role in addressing substance use disorders
While talking about mental health in the workplace has become more accepted, less progress has been made in reducing stigma around alcohol and SUDs. A new Mercer survey of nearly 700 employers found only 23% of those with 500 or more employees are engaged in raising awareness about SUDs. More encouragingly, 34% have communicated about the new 988 Suicide and Crisis Lifeline. Visible communication is essential to ensure that employees struggling with addiction know how and where to get the support they need.
For those with opioid use disorders, this includes easy access to Medication for Addiction Treatment, such as methadone, which has been proven to stabilize people and allow them to successfully engage in treatment. MAT is both more clinically effective and less costly than many other treatments for opioid use disorder. Employers should be aware that a final rule from the Substance Abuse and Mental Health Services Administration makes certain temporary COVID-19-era flexibilities permanent, including allowing specific telehealth providers to prescribe medications for drug withdrawal without an initial in-person evaluation, and expanding eligibility for individuals to receive take-home doses of methadone. Despite the massive growth in substance misuse since the 90s, this decision marks the first major update to their regulations in over two decades. Expanding telehealth offerings specific to SUD (e.g., BoulderCare) is an avenue employers may consider if looking to expand resources.
In another encouraging development, the U.S. Food and Drug Administration has recently cleared a new treatment for drug withdrawal symptoms. Dallas-based Spark Biomedical offers a device, Sparrow Ascent, which transmits mild electrical pulses to satisfy the opioid receptor in the brain. Paired with telehealth, it may result in a safer, more comfortable detox. The company reports that 84% of participants experienced mild to no withdrawal symptoms after 60 minutes of therapy. A solution that offers a new way to detox, at home or at work, seems like important progress in the fight against SUD. However, the device comes with a hefty price tag—prices start at $4,500 before rebates—and is not yet covered by insurance.
Ending stigma is essential
The stigma around substance use disorders continues to be a hurdle many people face. Employers can help soften the stigma by talking openly about SUDs and offering training for managers on how to support employees needing help and direct them to available resources.
Our understanding of substance use disorder as a chronic condition has guided the development of more thoughtful return to work programs and support for recovery services. This can take the form of an enhanced employee assistance program offering, supervisor and manager training, and access to recovery-support programs that minimize the risk of relapse.
The workplace is not immune to the effects of substance use disorder, and some organizations might consider weighing the cost of untreated SUD against the investment in a comprehensive strategy focused on prevention, detection and treatment. By fostering a supportive workplace environment and offering expanded resources, companies can play a vital role in aiding their employees and family members on their path to recovery.
