Recovery-Supportive Workplaces Strengthen Workplace Safety

What Do SUDs Cost?

How much do SUDs cost your company annually? The National Safety Council (NSC) found that for every person with an SUD who enters recovery, the savings to the employer can be up to $8,500 annually in productivity, turnover, and healthcare costs. ³ The NSC even offers a calculator for businesses to determine how much money can be saved by implementing recovery-friendly protocols.

Meanwhile, a recent Office of the Surgeon General estimate of the total cost to US businesses is pretty hefty: about $442 billion in lost productivity, healthcare, and criminal justice expenses. ⁴

The evidence-based, recovery-friendly workplace programs I have been tracking all achieve cost savings by building resilience through improved morale and job satisfaction, reduced absenteeism and presenteeism, and promoting inclusiveness and positivity. They also expand employment opportunities for people in or seeking recovery, facilitate help-seeking among employees with SUDs, and ensure access to needed services, including treatment, recovery support, and mutual aid, among other supports.

The National Safety Council also found that businesses implementing recovery-friendly policies report numerous benefits, including increased workplace safety, a more engaged workforce, and lower health insurance costs. ⁵ These initiatives also help employers comply with labor laws related to disability accommodations and fair treatment in the workplace.

Lived Experience Supports Recovery-Supportive Workplaces

Some compelling lived experience stories about the power of recovery-friendly workplaces to help struggling employees steady themselves and contribute emerged at a recent lived experience panel held in Colorado. ⁶ The audience heard from one panelist who shared how addiction had dogged him since high school. He shared how, fresh from rehab, he started a new construction job and relapsed in the first week. However, instead of suffering in silence, he told his new employer about his situation.

Because they were a recovery-supportive workplace, to the man's surprise, they offered him support through health insurance and a temporarily reduced work schedule. "They let me do whatever I needed to succeed," he said. "But I had to tell them what I needed so they could give it to me." He then shared how he got better and went on to become a manager with the company.

The panel was hosted by my friend and colleague, David Shapiro, assistant director of programs and partnerships at the Center for Health, Work and Environment at the Colorado School for Public Health.

State and Federal Support

Colorado was the first state in the United States to pass bipartisan legislation establishing a program to certify businesses as recovery-friendly workplaces. While many states have similar initiatives, Colorado's effort is unique in its legislative backing and commitment to research-driven outcomes.

Colorado's Total Worker Health programs at the Centers for Health, Work and Environment at the Colorado School of Public Health build on a business's existing programs to certify workplaces as safe and healthy. Recognizing that mental health and SUDs are critical workplace concerns, the initiative aims to create environments that support employees in recovery while reducing bias and discrimination surrounding SUDs.

One of the central goals of the program is to reframe SUD as a medical condition, much like diabetes or cardiovascular disease. Many workplaces already accommodate employees with chronic health conditions by offering benefits and support structures, yet SUDs often remain misunderstood. The initiative seeks to normalize workplace policies that acknowledge an SUD as a medical condition requiring similar support mechanisms.

"When businesses support individuals with type 2 diabetes or cancer, they don't hesitate to offer accommodations and health benefits," Mr. Shapiro told me. "The same needs to apply to people in recovery from substance use disorder."

He also told me that more individuals are dying of opioid overdoses in construction than in any other industry in Colorado, something I know from my work in suicide prevention in that industry. Mr. Shapiro then said, "Businesses in high-risk industries are recognizing that recovery-friendly policies can improve workplace safety, reduce absenteeism, and increase employee retention."

The Role of Prejudice in Workplace Recovery Efforts

One of the central goals of the program is to reframe SUD as a medical condition, much like diabetes or cardiovascular disease. Many workplaces already accommodate employees with chronic health conditions by offering benefits and support structures, yet SUD often remains stigmatized. The initiative seeks to normalize workplace policies that acknowledge SUD as a medical condition requiring similar support mechanisms.

A Model for Other States

While Colorado is leading the way with state-backed legislation, other states are also implementing similar recovery-friendly workplace programs. States such as New Hampshire pioneered the model through governor-appointed funding, and approximately 30 states offer some form of designation or certification. Many states, including Kentucky, are exploring ways to integrate opioid settlement funds into workplace recovery initiatives.

The Colorado program is still in its early stages, but long-term research aims to measure its impact on workplace productivity, employee well-being, and retention rates. By leveraging its university-based infrastructure, the program is well-positioned to collect valuable data that can inform similar initiatives nationwide.

The Future of Recovery-Supportive Workplaces

Colorado's approach demonstrates that recovery-friendly workplaces are not only possible but also beneficial for both employees and businesses. By fostering an environment where workers in recovery feel supported rather than stigmatized, employers can create healthier, more resilient workplaces. As more states consider similar programs, Colorado's model may serve as a blueprint for ensuring that workplaces play a critical role in addressing substance use recovery.

For businesses interested in participating, the initiative is open to all industries, offering certification to any employer willing to adopt recovery-supportive policies, programs, and practices.

As workplace culture continues to evolve, integrating recovery support into employment policies could become a new standard for businesses nationwide. By acknowledging SUD as a medical condition and providing necessary resources, workplaces can make a tangible difference in both individual lives and the broader workforce.

How Businesses Can Implement Recovery-Supportive Policies

Creating a recovery-supportive workplace requires a combination of policies, practices, and programs. The following are some steps that employers can take.

• Adopt supportive policies. Develop clear guidelines on how the company accommodates and supports employees in recovery.
• Provide employee assistance programs. Offer access to mental health services, counseling, and peer support groups.
• Educate staff. Implement training to reduce prejudice and increase awareness about SUDs as a medical condition.
• Encourage a healthy work culture. Reduce workplace norms that may encourage substance use, such as alcohol-centered events, and replace them with wellness-focused activities.

National Resources

• US Department of Labor, "Recovery-Ready Workplace Toolkit"—Provides guidance on building a recovery-supportive workplace, including policies, education, and support systems
• National Recovery Friendly Workplace Institute

State-Specific Resources

• Colorado
• Nevada
• New Hampshire
• Pennsylvania
• Rhode Island