3 reasons to help employees understand and reduce substance use

What employees do on their own time is not your business as an employer. Or is it? There is increasingly little separation between our work and personal lives, along with growing support by employers for the individual personalities and whole-person health needs of employees and their families. When it comes to substances like alcohol and cannabis, consumption by employees on their own time makes up the largest cost to employers in reduced productivity and increased healthcare expenses. That fact alone is reason enough for employers to pay attention and strive to help employees reduce their use. But to do so, employers must first improve their understanding of the spectrum of substance use and embrace the important job of focusing on the entirety of the employee population versus a sole focus on employees with identifiable substance use issues.  

Understanding the spectrum of substance use

A key component of encouraging a healthy relationship with substances, or in reducing use, is to understand that substance use is not all or nothing. Rather, it exists on a spectrum from casual use to a diagnosed disorder. Unfortunately, benefit plans have not historically provided support or coverage for substance use until an employee has been identified as having substance use disorder (SUD). 

We now know that the highest cost to employers is lost productivity by employees with statistically average consumption of substances. What may surprise employers and benefits professionals is the cost to businesses and society that stems from individuals engaging in binge drinking. This population accounts for 45% of all people who drink. While most people who binge drink do not have alcohol problems, they make up 77% of the costs in healthcare and lost productivity (CDC). More specifically, binge drinking results in $249 billion each year in healthcare-related costs and decreased employee productivity. According to a 2023 report by the Canadian Centre on Substance Use and Addiction, alcohol use by employees costs employers more than any other substance, including tobacco, cannabis, opiates, or cocaine. 

The impact of substance use on the workplace may not be immediately obvious, especially in remote and hybrid work environments. Given alcohol’s widespread social use and the expanding legalization of cannabis in communities around the globe, it can be complicated for employers and HR teams to assess – much less reduce – substance use among their employees. But recent outcomes from ALAViDA Substance Use, a product of LifeSpeak Inc., show that offering substance use resources to employees and their families can deliver measurable outcomes – including an increased sense of control over substance use, increased wellbeing, and improved life functioning. This combined effect makes addressing substance use worth the effort and investment for employers.  

As with most health concerns, education and prevention are key to improving outcomes. The same applies for substance use. Employers should not wait until substance use concerns show up on their healthcare claims to begin educating their workforce and their dependents. Here are three reasons to offer resources that will teach employees about the spectrum of use and how to change their relationship with, and gain control over, substance use.

1. Understanding substance use helps employees feel more in control. Employees may feel like they do not have complete control of alcohol or other substance use. A beer after work turns into a night of drinking and wine with dinner turns into two or three glasses. Recent statistics show that 41% of people want to drink less and to feel more in control of their health behaviors. Recent data from ALAViDA shows that offering evidence-based care and education that is free and easily accessible to employees and their families can help them regain a measure of control. After engaging with ALAViDA, 69% of employee participants say they can more easily stop once they have started using a substance, and 68% say they feel like they have more control over their use.
2. Reducing substance use can improve mental health and life function: According to the United States National Institute of Health, 37.9% of adults with substance use disorders also have mental illnesses. While it can be difficult to determine causation in such instances, there is evidence that supporting individuals with substance use can also positively influence their mental wellbeing. For example, 79% of ALAViDA members reported a reduction in depressive symptoms, while 78% report an improvement in how they function at work and in their personal lives. 
3. Integrating virtual support with one-to-one coaching can improve outcomes: The world of healthcare, including mental health and substance use, has changed dramatically in recent years. Consumers want more accessible forms of care, such as virtual and on-demand mental health solutions that individuals and families can access from the comfort, convenience, and security of their own homes. This transformation in care has also extended to substance use. ALAViDA outcomes data shows that on-demand virtual education, when used in concert with specialized substance use coaching, results in 76% of members reducing their substance use severity and 80% reducing consumption by, on average, 2.3 drinks per day. When working with a dedicated care team, ALAViDA outcomes show decreased dropout rates, increased engagement, and improved substance use outcomes.

Substance use can have a wide-reaching impact, and this is true for those who casually consume, as well as individuals with a diagnosed substance use disorder. Employers are affected by these challenges – whether they know it or not – and they have an opportunity to address these challenges early on. There is abundant evidence that personalized, on-demand support can help individuals understand and adjust their relationship with substances. That is good for them, good for their families, and good for their employers.