A practical approach to recovery-friendly workplaces enhances employee health and wellness

Too often, substance use disorders go unseen due to misconceptions, personal fears, or concerns about cost and access to treatment. It's become a significant health issue for every organization with nearly 1 in 5 U.S. adults estimated to have been affected last year. 

For employers, the hidden cost can be substantial, from losses in productivity to higher rates of absenteeism, workplace accidents, or even life-threatening scenarios. Whether you know it or not, you've likely interacted with someone who has been affected personally or through family, friends, or co-workers.

What is a Recovery Friendly Workplace (RFW)?

Recovery Friendly Workplace (RFW) isn't just a designation — it's a commitment to actively building policies and a culture supportive of those affected by substance use disorders. Certification by the National Recovery Friendly Workplace Institute requires organizations to meet standards across four areas: culture, hiring and retention, benefits, education and awareness.

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The case for your organization

Everybody benefits from recovery friendly policies — through improvement, or even reversal, of the hidden costs already mentioned. They create visibility for those hesitant to seek help, provide resources for supportive loved ones, and open new doors for industry leadership.

As Premise Health's chief human resources officer, I've seen the need for supportive workplace recovery efforts grow firsthand. After recently completing certification, we learned quite a bit about the process and it was rewarding to see that a number of our policies and practices already met the requirements. For me, the biggest takeaway was that there is no one-size-fits-all approach. So, for anyone curious to jump in, here are some practical first steps for a strong foundation.

Start simple with a clear goal in mind: What does a Recovery Friendly Workplace look like?

Define what your organization's ideal policy looks like, then narrow the scope to what makes the most sense starting out. Gradual policy introductions and a little planning builds trust up front and naturally demonstrates a genuine commitment to supporting a recovery friendly environment. 

Culture: Support from the top down

Company culture can be challenging, since any attempt has the potential to come off as overbearing or, at worst, disingenuous. Here, small, tangible steps can really make a difference.

A "substance-free options" policy for sponsored events is an easy first step. Any time alcohol is present, appealing non-alcoholic alternatives are offered, not just water, but options like mocktails or other thoughtfully prepared beverages. It's a common sense and nonjudgmental way to ensure team members in recovery feel comfortable. It also recognizes that many people, whether in recovery or not, simply prefer a healthier or alcohol-free option without explanation.

Cultural support can also be shown by encouraging senior leaders, comfortable identifying that they're in active recovery, to serve as a resource or 'highly placed ally.' One of the biggest factors affecting personal recovery is someone's ability to relate to and help others, so it can be validating to see that they're not alone and that they can reach out to someone who understands for support. 

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Hiring, retention, and benefits: Show that you want people here

When it comes to the bread and butter of human resources, hiring and retention, a 'fair chance hiring' policy is a clear sign of good faith, allowing applicants with SUD-related histories to compete for open positions. 

And 'flexible work' policies, like open time off, empower team members to proactively manage any health and wellness needs through open, honest communication. That trust and accountability also supports zero-tolerance policies, signaling that a strong support system is there if employees self-disclose an SUD or seek help before an incident occurs. 

Moreover, it might be time to evaluate if you provide 'reliable health insurance' and 'no-cost employee assistance' programs — ensuring coverage for provider-directed SUD treatment or access to specialized, no-cost assistance resources such as behavioral health treatment.

Education and awareness: Normalize and equip

As your program grows, natural ways to increase 'employee awareness' are to incorporate these resources into existing team member communications, such as orientation and onboarding materials or a dedicated intranet resource page. The annual communications calendar is also a great resource for promoting awareness months and sharing benefits related information such as EAPs, behavioral health care, or training sessions.

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The road to recovery is a collective effort

Today's leaders are looking for sustainable solutions to create change, whether it's to address rising healthcare costs, increase retention, or impact their people in a positive way. Implementing Recovery Friendly Workplace policies delivers long-term benefits, both measurable and personal, for employees and their families.

At Premise, our work is far from complete and we continue exploring new ways to show up for our team members. As you consider these approaches, remember that small, intentional steps will have a powerful effect on ensuring every employee feels included and result in a happier, healthier workforce down the line.