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Published: September 2020
More than 20 million. That’s how many Americans 12 years old and above are suffering from a Substance Use Disorder.
From the employer perspective, the human and financial costs are massive because approximately 70 percent of people with a direct or indirect substance use disorder are employed. Those with SUDs are 50 percent more likely to change jobs every year and have 40 percent more missed days from work than other employees. And the related costs also add up. SUDs among employees and their dependents not only result in absenteeism, they bring attrition and productivity costs. It is estimated that employees with SUDs can cost an employer $10,000 annually.
Addressing these costs requires a different approach, an alternative payment model that covers all of the services, people and organizations that are integral to taking the comprehensive approach needed to achieve lasting recovery.
Benefits leaders examining how to take a more comprehensive approach to SUD management are making sure key features are built into their SUD recovery benefit program. These features include treatment guidelines that maintain needed flexibility, fostering collaboration among stakeholders, integrating community treatment, providing patient navigators, and taking a long-term approach to care.
This white paper examines what employers can do to promote lasting recovery for all who are covered through their programs.
