By Greta Walsh, Consultant
National Recovery Month: How Employers Can Support Recovery While Maintaining a Drug-Free Workplace
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Every September, National Recovery Month provides an opportunity to recognize the millions of Americans who are recovering from substance use disorders and to highlight the importance of treatment, recovery services, and supportive communities.
For employers, National Recovery Month also raises an important question: How can an organization support employees in recovery while maintaining a safe, drug-free workplace?
The two goals are not mutually exclusive.
Employers can maintain strong drug-free workplace policies, conduct drug testing when appropriate or required, and hold employees accountable for workplace safety while also creating an environment that encourages employees struggling with substance use to seek help.
In fact, the U.S. Department of Labor (DOL) promotes the concept of a recovery-ready workplace, one that helps prevent substance misuse, encourages employees with substance use disorders to seek assistance, supports employees in recovery, and works to reduce stigma surrounding substance use disorders.
What Is National Recovery Month?
National Recovery Month is observed each September to increase awareness surrounding behavioral health and recovery and recognize the people, families, professionals, and communities involved in the recovery process.
For employers, the observance can serve as an opportunity to look beyond substance use as solely a disciplinary issue and consider how workplace policies can promote both safety and recovery.
This distinction is important. Supporting recovery does not mean employers must overlook drug use, impairment, unsafe behavior, or violations of company policy. Rather, it means considering how prevention, testing, education, assistance, and recovery support can work together as part of a comprehensive workplace program.
Can a Drug-Free Workplace Also Be Recovery-Friendly?
Yes.
A drug-free workplace program and a recovery-supportive workplace can share many of the same goals, particularly preventing substance misuse and keeping employees safe.
The Substance Abuse and Mental Health Services Administration (SAMHSA) identifies several components employers may consider when developing a comprehensive drug-free workplace program, including a written policy, an Employee Assistance Program (EAP), drug testing, employee education, and supervisor training. SAMHSA also notes that drug testing can help deter employees from reporting to work unfit for duty and may be used to improve workplace safety.
At the same time, the Department of Labor describes recovery-ready workplaces as organizations that facilitate help-seeking, connect workers with treatment and recovery support, educate employees about substance use disorders and recovery, and reduce stigma and misunderstanding.
These approaches do not have to conflict. A comprehensive program can establish clear expectations about prohibited drug use and workplace impairment while also providing pathways for employees to seek assistance and, when appropriate, successfully return to work.
The Role of Drug Testing in a Recovery-Supportive Workplace
Drug testing remains an important workplace safety tool, particularly for employers in safety-sensitive industries and those subject to federal testing requirements.
However, employers may also consider how drug testing fits within their broader approach to substance misuse and recovery.
SAMHSA advises employers to explain the relationship between their drug testing program and their EAP, when one is available, and to inform employees about how test results may relate to treatment, rehabilitation, and reintegration into the workplace.
The Department of Labor takes a similar approach. Its Recovery-Ready Workplace resources note that drug testing can help reduce substance use and identify employees who may have a substance use disorder. In a recovery-ready workplace, a positive test may also provide an opportunity, when circumstances and applicable requirements permit, to connect an employee with assistance and support for stopping drug use.
Of course, employers must still follow applicable federal and state drug testing requirements and their established workplace policies. Safety-sensitive positions and federally regulated employees may be subject to specific requirements that limit an employer’s discretion following a positive test.
Five Ways Employers Can Support Recovery and Workplace Safety
National Recovery Month is a good time for employers to evaluate whether their workplace drug and alcohol programs address both prevention and recovery.
- Review your drug-free workplace policy.
A written policy should clearly explain prohibited conduct, who is subject to drug testing, when testing may occur, and the consequences of policy violations. Employers should also periodically review policies to ensure they comply with applicable federal, state, and local requirements. SAMHSA recommends consulting legal counsel when establishing or modifying a drug-free workplace policy.
- Make employees aware of available resources.
If your organization offers an EAP, treatment referral resources, behavioral health benefits, or other assistance, make sure employees know these resources exist and understand how to access them.
- Train supervisors.
Supervisors are often the first people to observe changes in an employee’s behavior, performance, attendance, or ability to work safely. Training can help supervisors understand how to recognize and document potential problems, apply company policy consistently, and refer employees to appropriate resources rather than attempting to diagnose a substance use disorder themselves.
- Consider return-to-work and recovery policies.
Employers should understand how their policies address employees returning to work following treatment or a drug-testing violation. Depending on the workplace and applicable regulations, this may include return-to-duty or follow-up testing, EAP involvement, treatment requirements, or other conditions for continued employment.
- Reduce unnecessary stigma.
Employees may be less likely to seek help if they believe acknowledging a substance use problem will automatically cost them their jobs. The DOL encourages recovery-ready employers to educate employees about substance use disorders and recovery and create workplace cultures that reduce stigma while maintaining clear expectations for workplace conduct and safety.
Recovery and Workplace Safety Can Work Together
Employers do not have to choose between supporting recovery and maintaining a safe workplace.
A well-designed drug-free workplace program can establish clear expectations, deter substance misuse, identify potential problems, and protect employees and the public. At the same time, policies can provide employees with information about treatment, EAPs, recovery resources, and opportunities to seek assistance when appropriate.
There may also be a business case for doing so. The Department of Labor reports that research on recovery-ready workplace policies points to potential benefits that include improved productivity, lower turnover and related costs, reduced health care costs, and reduced exposure to substance-related accidents.
National Recovery Month is a reminder that recovery is possible and that employment can play an important role in helping individuals maintain stability and rebuild their lives. For employers, it is also an opportunity to evaluate whether their drug-free workplace programs strike the right balance between safety, accountability, prevention, and support.
A workplace can be drug-free and recovery-ready at the same time.
How Current Consulting Group Can Help
Supporting employees in recovery while maintaining a safe, compliant drug-free workplace requires more than good intentions. Employers need clear policies, knowledgeable supervisors, effective employee education, and an understanding of the federal and state laws that apply to their programs.
Current Consulting Group helps employers develop and maintain effective drug-free workplace programs through customized drug testing policy development and review, supervisor and employee training, compliance consulting, and up-to-date state drug testing law information. CCG can also help employers ensure their policies address important issues such as prohibited conduct, marijuana, testing circumstances, consequences, and return-to-duty and follow-up requirements where applicable.
As National Recovery Month reminds us, workplace safety and recovery support do not have to be competing priorities. With the right policies, training, and resources in place, employers can promote a safe workplace while creating an environment that recognizes the importance of recovery.
To learn more about how Current Consulting Group can help strengthen your drug-free workplace program, visit Current Consulting Group or contact info@currentconsultinggroup.com.
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