As mental health climbs the list of top concerns for today’s workforce, a recent Mercer report highlights a surprising gap: while many employers are improving behavioral health benefits, too few are focusing on Substance Use Support in the Workplace. Despite growing awareness of job-related stress, depression, and anxiety, substance use disorders (SUDs) remain under-addressed — and the consequences are serious.
The New York City-based human resource consulting firm Mercer, which employs over 25,000 people globally, found that although 77% of employers have assessed behavioral health needs, less than half have implemented meaningful substance use interventions. Behavioral health remains a major focus as health benefit costs surged by 5.2% in 2023, largely due to inflation. Still, there’s a critical need for more proactive strategies that include substance use support in the workplace as a core component of employee well-being.
Progress on Behavioral Health — But Gaps Remain
According to the report, 68% of employers say job-related stress is a top concern. Depression and anxiety follow closely behind, cited by 67% of employers. Financial stress is also a major factor for 59%. These concerns have driven companies to improve access to mental health care, often by enhancing Employee Assistance Programs (EAPs), integrating virtual care networks, and offering more flexible access to support.
Yet when it comes to substance use, only about a third of employers identify alcohol use as a serious issue, and even fewer — just one-fourth — see opioid or other substance use disorders as a top concern. Even fewer are taking action.
Mercer found that while 44% of employers analyze claims data to understand how employees are using behavioral health services, only a minority have taken concrete steps toward substance use support in the workplace. That includes creating supplemental provider networks, increasing mental health and SUD screenings, or developing internal awareness campaigns.
EAP Improvements Are Helping — But Not Enough for SUDs
One area of noticeable progress is in EAP offerings. Over two-thirds of employers reported enhancing these programs by increasing the number of sessions offered, enabling online scheduling, and integrating EAP services with health plans for continuity of care. Nearly 60% of those employers said the enhancements were effective or very effective.
Still, when it comes to substance use support in the workplace, EAP improvements often fall short. Many programs are not equipped to provide long-term treatment options for employees battling alcohol, opioid, or other substance use disorders. Only 20% of employers currently provide coverage for medication-assisted treatment (MAT), despite it being one of the most effective evidence-based treatments for opioid use disorder.
Substance Use Support in the Workplace Must Be Proactive, Not Reactive
The Mercer report stresses that the pandemic amplified both the prevalence and severity of substance use disorders in the workforce. Yet most employers have yet to catch up. Almost half have not taken any action to monitor prescribing behaviors, increase access to SUD resources, or raise awareness beyond basic campaigns.
This lack of comprehensive substance use support in the workplace leaves a sizable gap in care, especially when employees face stigma, limited access to treatment, or fear of professional consequences. Forward-thinking employers must shift from passive awareness efforts to integrated, proactive strategies that encourage early identification, connect employees to effective care, and ensure ongoing support.
Building a Culture of Recovery and Resilience
Creating a workplace culture that prioritizes substance use support in the workplace involves more than tweaking benefit offerings. It means building a supportive environment where employees feel safe to seek help, where managers are trained to recognize signs of distress, and where recovery is seen as a valued and respected journey.
Organizations leading the way are:
- Offering confidential SUD screenings during routine health check-ins
- Partnering with specialized providers for virtual or in-person addiction care
- Providing MAT and recovery coaching as covered benefits
- Hosting internal education sessions to reduce stigma and raise awareness
These actions are not only beneficial for employee well-being, but also for overall productivity, retention, and healthcare cost management.
Looking Ahead: Planning for 2024 and Beyond
As health benefit costs continue to rise, employers are under pressure to manage expenses while maintaining high-quality care. Mercer’s report emphasizes long-term cost management strategies that avoid shifting costs to employees — and substance use support in the workplace must be part of this approach.
When employees receive timely, effective care for substance use disorders, they’re more likely to stay engaged, perform well, and avoid costly emergency interventions. Investment in SUD support isn’t just compassionate — it’s cost-effective.
Conclusion
Employers have made commendable progress in addressing behavioral health, but now it’s time to close the gap. Comprehensive substance use support in the workplace is essential to a truly supportive work environment. By integrating prevention, treatment, and long-term recovery resources into their benefits strategies, employers can make a lasting impact — on both employee lives and the bottom line.
