Talking to Your Boss About Substance Use: Comfort Levels
A new study from Flinders University in Australia highlights a significant barrier to addressing substance use risks in the workplace: fear of repercussions and a lack of trust in management. Published in in the journal Addiction, the research suggests that employees in high-risk industries are often reluctant to disclose potential problems with alcohol or drugs to their employers, even when support is available.
The study explored the potential of Screening, Brief Intervention and Referral to Treatment (SBIRT) – a health-based approach already widely used in healthcare settings – as a means of proactively identifying and addressing risky substance use among workers. SBIRT involves a short questionnaire, followed by a personalized conversation and, if necessary, referral to treatment. While effective in clinical environments, the researchers found that implementing SBIRT in the workplace presents unique challenges.
“SBIRT starts with a short questionnaire, followed by a quick personalised conversation or provision of information to motivate healthier choices, and referral to treatment if needed. It’s simple and effective in clinics, but workplaces are a different story,” explains Dr. Kirrilly Thompson, lead author of the study and researcher at Flinders’ College of Medicine and Public Health and the National Centre for Education and Training on Addiction (NCETA).
The Prevalence of Substance Use and Employment
The issue of substance use in the workforce is more prevalent than many realize. Approximately 46 million Americans are estimated to struggle with a substance use disorder. Data from the National Survey on Drug Use and Health (NSDUH) between and indicated that roughly 1 in 11 American workers experienced a substance use disorder during the previous year. Notably, around 70% – or approximately 13.6 million workers – with an alcohol or illicit drug use disorder are currently employed, according to a survey by the Substance Abuse and Mental Health Services Administration (SAMHSA).
This statistic underscores the importance of addressing substance use not just as a public health concern, but also as a workplace issue. Untreated substance use disorders can lead to decreased productivity, increased absenteeism, and a higher risk of workplace accidents. However, the fear of negative consequences often prevents individuals from seeking help.
Framing Substance Use as a Health Issue
The Flinders University study points to a critical need to shift the perception of substance use from a moral failing to a health issue. Creating a workplace culture where employees feel safe discussing these challenges without fear of punishment is paramount. As Dr. Thompson notes, guaranteeing confidentiality and support for those who reach out is essential.
This approach aligns with recommendations from experts who advocate for a more compassionate and supportive response to substance use in the workplace. The focus should be on early intervention and providing access to resources, rather than punitive measures.
Navigating Disclosure: Should You Tell Your Boss?
Deciding whether to disclose a recovery status to an employer is a deeply personal decision. Before doing so, it’s crucial to weigh the potential advantages and risks. The Family Medical Leave Act (FMLA) offers some protection, providing up to 12 weeks of job-protected leave for employees who need time off for treatment. However, eligibility requirements apply, including a minimum length of employment.
determining the amount of time needed for treatment is a key consideration. It may not always be necessary to take an extended leave of absence. Some employers may be willing to accommodate flexible schedules or allow employees to utilize personal time for outpatient treatment. Speaking with an addiction counselor can help individuals assess their needs and develop a plan.
Interestingly, employers may already be aware of an employee’s struggles. Often, they recognize changes in performance or behavior that suggest a problem. In many cases, they are willing to offer support, but employees may hesitate to initiate the conversation due to fear or stigma.
The Role of Employers and a Path Forward
The Flinders University research suggests that fostering a culture of trust and open communication is vital. Implementing programs like SBIRT, coupled with clear policies that prioritize employee health and well-being, can create a more supportive environment. However, the success of such initiatives hinges on addressing the underlying fear of punishment and ensuring that employees feel confident that seeking help will not jeopardize their careers.
a proactive and health-focused approach to substance use in the workplace benefits both employees and employers. By removing barriers to accessing support and promoting a culture of understanding, organizations can create a safer, more productive, and more compassionate work environment.