How an addictions and mental health worker can help your staff

Substance abuse and addiction have become a serious concern among workplaces across the country – and the figures gathered by industry bodies are telling: 

• Around six million Canadians, or slightly a fifth of the population, will meet the criteria for addiction in their lifetime, according to the Canadian Mental Health Association Ontario 

• Each year, an estimated 67,000 deaths in Canada can be attributed to substance use, according to the Canadian Centre on Substance Use and Addiction 

• Addictions and substance abuse cost Canada $22.4 billion in lost productivity, about 45% of the total $49.1 billion in losses, according to the Canadian Substance Use Costs and Harms 

Given the numbers, many employers find themselves ill-equipped to support staff with potential dependency issues. This is where an addictions and mental health worker can help.  

In this article, Benefits and Pensions Monitor delves deeper into an addiction counsellor’s role in addressing the impact of substance use in Canadian workplaces. We will give you an overview of the occupation and how these professionals can contribute to a supportive work culture. 

If you’re an employer looking for ways to establish a safe and drug-free work environment, then this guide can give you options. Read on and find out how your business can benefit from getting the services of an addictions and mental health worker.  

What does an addictions and mental health worker do? 

An addictions worker is a mental health professional that focuses on helping people recover from substance use disorders and other unhealthy dependencies. They are also referred to as an addiction counsellor in several jurisdictions.  

Addictions and mental health workers provide support and treatment to help patients overcome addictions and correct problematic behaviours. To do this, they conduct therapy sessions and other intervention strategies. These professionals also guide patients throughout the recovery process to prevent a relapse. 

John W. Herdman, a US-based psychologist and evidence-based practices expert, has published a book detailing the 12 core functions of an addiction and substance abuse counsellor. His book, now in its eighth edition, has become an important training resource for addictions and mental health workers worldwide.  

These are the 12 core functions, according to Herdman:  

1. Patient screening: assessing different factors to determine whether the person’s habits constitute abuse or recreational use  

2. Patient intake: completing paperwork and examining the technical aspects of admission 

3. Patient orientation: getting the patient familiarized with the goals and nature of treatment 

4. Patient assessment: involves one-on-one meetings between the counsellor and the patient to determine the best course of treatment 

5. Treatment planning: establishing treatment goals, explaining these to the patient, and identifying the treatment method 

6. Counselling: assisting patients and family members in achieving treatment objectives 

7. Case management: coordinating client care services and explaining to the patient how care management activities work 

8. Crisis intervention: addressing emotional and physical distress, such as recovery issues or drug relapse 

9. Patient education: keeping patients educated and updated about their treatments and other related factors 

10. Referral: referring patients to supplemental assistance   

11. Record-keeping and reporting: documenting the results of treatments and assessments, tracking a patient’s progress, and developing plans for their future 

12. Cross-consultation: communicating with other mental health professionals 

To become an addictions and mental health worker, a candidate must have a bachelor's or master's degree in counselling, psychology, or any related social services field. Some employers also require counsellors to complete certain hours of supervised clinical work with clients.  

Depending on the jurisdiction, addictions workers may need certification from a regulatory authority or membership with a federal or provincial association to practise. 

Find out how mental health workers can promote well-being in the workplace in this guide.  

What are the benefits of having an addictions and mental health worker in the workplace?   

The figures above provide a concerning glimpse into how substance abuse and addiction, if left unchecked, can adversely impact the workplace. Although not mandatory, having an addiction counsellor to support your staff can help your business in several areas. These include: 

Creating an effective drug policy 

Statistics reveal a high probability of workplaces having to deal with substance abuse at some point. That’s why it’s crucial to have a drug policy in place.  

An addictions and mental health worker boasts the expertise and resources to help you create a policy that your staff can easily access and understand. This ensures that your employees are aware of the effects of drug use and what types of support are available.  

Identifying staff in need of support 

Identifying addiction and substance abuse in the workplace is key to ensuring the safety and security of employees. Doing so, however, is not an easy task.  

An addiction counsellor has the skills and expertise to spot signs of drug and substance abuse. Employees struggling with addiction may also be more open to approaching these specialists, knowing they are highly trained to handle such cases.  

Cultivating a supportive work culture 

Identifying staff in need is just one step in establishing a drug-free workplace. It is also important that these employees feel supported.  

An addictions and mental health worker can help you develop an effective drug support program. They can also assist employees in accessing treatments and services to address addiction-related disorders.  

Reducing the stigma of substance abuse and addiction 

Building a supportive and inclusive work culture also means changing the narrative around recovery. An addictions counsellor can help provide training and resources to help shatter stereotypes and stigma often attached to substance abuse. Doing so may also encourage employees suffering from addiction to seek help and treatment.  

Assisting employees in accessing resources 

Addictions workers can guide employees in getting the appropriate support services. They can also assist staff members in navigating mental health services, employee assistance programs (EAP), and external support systems to ensure that they can get the help they need. 

Learn more about the different mental health strategies your organization can use to support staff in this guide.  

List of addiction assistance programs that workers can access 

Apart from drug support programs in the workplace, your staff can access a range of government programs to help them address substance use and other dependency disorders.  

The table below lists some of these Canada-wide help services. The list also includes the types of support available and the contact numbers. You can also click on the links for more details about the program.   

You can find the complete list of addiction assistance programs in each province and territory by visiting Health Canada’s website.     

If you’re looking for the top employee mental health programs in Canada instead, we have them collated in this guide for easy access.  

Understanding drug and substance abuse in the workplace 

Employers often view substance use in terms of addiction or dependence. However, according to the Mental Health Commission of Canada (MHCC), alcohol and drug use falls in three categories: 

• recreational use 
• frequent use 
• problematic use 

Each of these categories has varying effects on workplace safety and performance. Here are some examples: 

The MHCC also lists several risk factors that can lead to substance abuse in the workplace. These include:  

• easy access to alcohol and other drugs 
• high levels of stress 
• boredom and repetitive duties 
• sense of isolation 
• low job satisfaction 
• exhaustion and fatigue 
• long work hours 
• remote or irregular supervision 
• toxic work environment 
• lack of career growth 

The commission adds that alcohol and drug use can affect all employees, regardless of the industry and job level. The top three substances that Canadians use are:   

• alcohol 
• cannabis 
• opioid pain medication 

Substance-related disorders are among the most prevalent types of mental health issues in Canadian workplaces. Learn more about mental illness in the workplace, including how to get treatment in this guide. 

Why employers should address substance abuse in the workplace 

CSUCH’s figures above reveal the serious economic impact of addictions and substance abuse. This highlights the importance of addressing problematic substance use in the workplace. Some of the benefits of tackling dependency disorders include: 

• enhanced security and safety in the workplace 

• decreased cost of employee benefits and disability claim 

• improved employee mental and physical well-being 

• improved performance among staff 

• increased employee engagement 

• reduced absenteeism and turnover 

• better recruitment and retention 

 If you’re looking for ways to attract and retain top talent, our list of the top employee retention programs in Canada can help.  

How can employers address addiction and substance abuse in the workplace? 

The MHCC gives several practical tips on how you can address drug addiction and dependency issues among staff. These are: 

• Review your organization’s data: Gather and analyze existing data to get a clear picture of the scope of drug and substance use in your workplace. 

• Involve employees and unions: Seek ideas and feedback from staff and unions on how to achieve a drug-free and mentally healthy workplace. 

• Increase awareness of drug-related issues: Make information about problematic substance use easily available to your staff. Pair this with an effective drug prevention and resilience program. 

• Reduce stigma and discrimination: Foster a supportive and inclusive work environment where employees can seek assistance and speak openly about substance abuse.  

• Get commitment from leadership: Leadership support should be visible and sustained, especially with the different support programs.  

• Cultivate a healthy and safe workplace: Policies and processes related to substance abuse must be communicated clearly to staff members. These should be tailored to the needs and culture of your organization. 

• Encourage early treatment and intervention: Provide information on where employees can get support services. Make sure to support workers who need assistance. 

An addictions and mental health worker can play a key role in helping your company take these steps. They have the knowledge and skills to assist you in establishing an effective drug support program. They also boast the expertise to help identify employees in need and provide them with the appropriate treatment and intervention. 

If you’re searching for an addictions counsellor for your staff, our Best in Pensions and Benefits Special Reports page is the place to go. Learn more about the industry’s top professionals and service providers by checking out special reports.  

Do you have experience in getting assistance from an addictions and mental health worker that you want to share? Let us know in the comments.