Short-term and long-term disability claims show that incidences of depression are increasing in the workplace. But, did you know that approximately 10% of employees will experience a substance abuse disorder and that substance disorders are more common among those with a mental condition? Employers need to be asking themselves, “Why is my employee going on sick leave?”
If an employee submits a doctor’s note that says “stress,” this should be a red flag, according to Ray Baker, associate clinical professor with the University of British Columbia and partner with HealthQuest Occupational Health Corporation.
Baker, who presented earlier this week at the Canadian Health and Wellness Innovations Conference, hosted by the International Foundation of Employee Benefits Plans in Las Vegas, has experienced substance abuse first hand.
“Employers are the worst enablers,” he says. “If you’re thinking ‘I’m going to mind my own business, this is the first time it’s affected work/behaviour, you’re wrong. It’s been there for a while. I knew I had a problem long before I told anyone.”
Red flags
Here are some of the warning signs employers should be on the look out for:
- change in attendance patterns;
- change in appearance or behaviour;
- increasing interpersonal conflict;
- change in performance;
- incidents, near misses and accidents;
- apparent impairment; and
- repeat disability claims.
And these changes don’t have to always be negative ones, he points out. “My performance at work was superior because I am compulsive.”
Keep them at work
In Baker’s opinion, keeping affected employees at work by identifying issues early will get better results than having them go on disability leave. Those with addictive disorders, he says, take twice as long to get back to work because the body needs to cope with physical and emotional issues. “The focus is on disability management,” he continues. “It needs to be on workplace management.”
If someone in your workplace does have a severe addiction or substance abuse problem, effective treatment will likely require them to be away from work. However, with proper monitoring and accommodation, getting back to work will take less time.
“Just having a diagnosis isn’t enough,” he says. “Just because they have a diagnosis, doesn’t mean they have to be away from work. Stay at work programs can help here. It’s about function, not diagnosis.”
Studies have shown that the cost of providing reasonable mental health accommodations are fairly low—most will be under $500 per person, per year. Also, there is a potential savings of up to $10,000 per employee per year in the cost of prescription drug, sick leave and average wage replacement can be achieved through reasonable accommodation.
“Employers,” he says, “have tremendous power to make a difference.”