Substance use disorder (SUD), including opioid use disorder (OUD), continues to impact workplaces across the country, and Arizona is no exception. While many organizations have policies in place, far fewer have policies that truly support employee wellbeing, reduce stigma, and support early intervention.
The reality is that most employers are already navigating this issue, whether they realize it or not. According to the U.S. Centers for Disease Control and Prevention, 46 million people in the U.S. had a substance use disorder in 2022, and nearly two-thirds of them were employed.
At the same time, many organizations feel unprepared. A national survey found that while 75% of employers say opioid use has impacted their workplace, only 17% feel extremely well prepared to address it.
For business leaders, the question isn’t whether this issue exists, it’s whether your organization is ready to respond.
LEARN MORE: Why employees stay silent about substance use and what Arizona employers can do about it
Here are five essential questions every employer should ask when evaluating their substance use policies.
1. Do employees know where to go for help?
Even when resources like Employee Assistance Programs (EAPs) or health benefits are available, employees often don’t know how to access them, or whether they can do so confidentially.
Research shows that concerns about privacy and confidentiality are a major barrier to employees engaging with workplace substance use programs.
What to look for:
- Clear, visible communication about available resources
- Simple instructions for how to access support
- Ongoing reminders beyond onboarding
If employees don’t know how to get help, or don’t trust the process, the policy isn’t working.
2. Do your policies prioritize support or punishment?
Historically, many workplace substance use policies have focused on discipline rather than recovery. While safety and compliance are critical, a purely punitive approach can discourage employees from speaking up early, when support could make the biggest difference.
The National Institute on Drug Abuse defines substance use disorder as a chronic but treatable medical condition, reinforcing the need for a health-centered approach.
What to look for:
- Language that supports treatment and recovery
- Clear pathways for employees to seek help without immediate disciplinary action
- Alignment with a health-first approach
Policies that emphasize recovery can lead to better outcomes for both employees and organizations.
3. Are managers equipped to respond appropriately?
Managers are often the first point of contact when an employee is struggling — but many feel unprepared to handle these conversations.
Without training, managers may avoid the conversation altogether or respond in ways that unintentionally reinforce stigma.
The CDC notes that workplaces that support recovery and provide education for supervisors can reduce stigma and improve employee health outcomes.
What to look for:
- Training on recognizing early warning signs
- Clear guidance on how to respond with empathy and professionalism
- Tools to connect employees to appropriate resources
Equipping managers is one of the most practical and impactful steps an organization can take.
4. Does your workplace culture reduce stigma, or reinforce it?
Even the strongest policy will fall short if workplace culture discourages employees from using it.
Stigma remains one of the biggest barriers to treatment. Employees may fear being judged, treated differently, or facing negative career consequences if they disclose a substance use concern.
These fears are often reinforced by:
- Negative language or jokes about addiction
- Lack of visible leadership support
- Silence around mental health and substance use
At the same time, stigma has real business implications. Employees experiencing substance use challenges are more likely to miss work and leave jobs, contributing to increased turnover and workforce instability.
What to look for:
- Leadership messaging that frames substance use as a health issue
- Use of person-first language
- Ongoing communication about wellbeing and support
Culture is what determines whether policies are actually effective.
5. Are you proactively addressing risk, or only reacting to crises?
Many organizations only revisit substance use policies after an incident. But proactive strategies can help prevent issues before they escalate. Substance use challenges often intersect with workplace factors like injury, stress, and access to prescription medications. Addressing these upstream drivers is key to reducing risk.
The CDC emphasizes that prevention, education, and early intervention are critical components of an effective workplace strategy.
What to look for:
- Education for employees on substance use and prevention
- Policies addressing prescription opioid use after workplace injuries
- Integration with broader mental health and wellbeing strategies
Proactive approaches help organizations move from reacting to problems to preventing them.
Moving Forward: From Policy to Practice
Substance use policies are more than a compliance requirement, they are a reflection of how an organization supports its people. For Arizona employers navigating workforce shortages, retention challenges, and rising healthcare costs, this issue is directly tied to business performance.
By asking these five questions, organizations can identify gaps, reduce stigma, and build workplaces where employees feel safe seeking help. Because when employees feel supported, organizations are stronger, more resilient, and better equipped for the future.
Looking to strengthen your organization’s approach?
The OUD Business Toolkit is a free, practical resource that provides policy guidance, and training tools to help employers create stigma-free, recovery-supportive workplaces. Fill out the Intake Form to get started and find out more about how you can improve your organization’s substance use policies.
