With more than 70 per cent of individuals who use alcohol or illicit drugs actively employed, addiction is present in the workplace and has consequences for these individuals, their colleagues and their employers, according to Stephanie Ipavec-Levasseur, director of product development and group insurance at Desjardins Insurance.
During a session at Benefits Canada’s 2025 Mental Health Summit, she shared data that showed 18 per cent of Canadians are classified as heavy drinkers and three per cent reported using at least one of six illegal drugs (cocaine, ecstasy, hallucinogens, heroin, methamphetamine and speed), while significant numbers struggle with gambling, social media and shopping addictions. The Canadian Centre on Substance Use and Addiction put the total cost of substance use in Canada in 2020 at more than $49 billion.
Read: 33% of Canadians say employer doesn’t offer workplace addiction support: survey
“The negative impacts in the workplace can be more or less present and more or less obvious, depending on the person, but can include higher absenteeism, risk of accidents and changes in the engagement and the attitude of the person,” said Ipavec-Levasseur, adding there may also be “decreased productivity — and not only for that particular individual, but [for] their colleagues.”
She outlined common misconceptions about addiction that worsen the stigma associated with this chronic and relapsing disorder, including that addiction is a choice, that addicts can quit anytime they want, that addiction only affects certain types of people, that relapse means failure and that addiction isn’t a real medical condition.
Employers can play a crucial role in prevention, detection and support, said Ipavec-Levasseur, noting one important element is fostering a supportive workplace culture that includes training on addiction risks, symptoms and available resources, as well as a healthy work environment that encourages work-life balance. Another element is being alert to signs of dependency, withdrawal behaviour, declining performance and mood swings and creating an open environment for discussion. A third is directing employees towards support and resources as needed.
Read: Depression, alcohol addiction top conditions covered by employers: survey
In terms of benefits plan design, Ipavec-Levasseur suggested components that address some of the areas where it’s hardest for employees to find help. For example, she advised they consider covering behavioural addiction treatments, substance abuse treatments and intensive outpatient care, as well as digital/occasional and in-patient care. In addition, she said offering a centralized online or phone directory assists employees in navigating the public and private systems to get the support they need.
“Treatment is not one size fits all, so this is why it’s recommended to put in place a wide range of tools,” said Ipavec-Levasseur.
Read more coverage of the 2025 Mental Health Summit.