Empowering wellness: comprehensive benefits for addiction care

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Addressing addiction in the workplace necessitates collaboration among employers, plan advisors, and insurers to deliver tailored support and inclusive group benefits programs that promote employee well-being and facilitate recovery

ADDICTION is a multifaceted and challenging disorder that affects millions of Canadians. Characterized by chronic, relapsing patterns of compulsive drug seeking and use, addiction involves a wide range of psychological and physiological symptoms. Behavioural addictions like internet, smartphone, and gaming addictions, for instance, have also gained recognition in recent years for their significant impact on individuals’ lives. The Canadian Alcohol and Drugs Survey (CADS) reveals that about 23 percent of Canadians aged 15 and older have faced issues related to substance use, with alcohol being the most frequently used substance. “We live in stressful times,” shares Dr. Rachel Rabin, researcher at the Douglas Research Center, whose work focuses on the brain’s response to chronic substance use. “Work-family balance is often difficult to achieve, and people may use substances to help relieve stress, but a lot of the time these substances can actually have the opposite effect and increase feelings of anxiety, stress, or worry.”

Desjardins Insurance offers a wide range of flexible life insurance, health insurance, and retirement savings products and services. It is one of the top life insurance companies in Canada and a member of Desjardins Group, the leading cooperative financial group in Canada. Desjardins Insurance has been providing innovative services to individuals, groups, and businesses for over a century. These services reflect Desjardins Insurance’s commitment to employee well-being, as demonstrated by the initiatives and partnerships it has participated in over the years.

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Dr. Rachel Rabin, Douglas Research Centre

Addressing the full spectrum of addiction – which includes both substance addiction and behavioural addiction – is crucial for developing effective support systems in the workplace. Historically, however, mental health issues and addiction have been stigmatized, often leaving affected individuals hesitant to seek help. Charmaine Alexander, senior advisor, disability management at Desjardins Insurance, notes, “Individuals struggling with substance misuse are often falsely labelled as selfish or weak, unable to ‘get a hold of it’ or move past their addiction. There’s this misconception that if someone has a history of addiction, they’re unreliable, untrustworthy, and incapable of having a future at their company.” “One big problem with addiction is that individuals often don’t seek treatment or ask for help, because the disorder is so stigmatized,” confirms Rabin. “They’re embarrassed to ask for assistance and scared to admit to friends and family that they feel like they are starting to lose control over their substance use, or that they’ve been using more than they typically do,” she continues. “However, too often, a person may not realize that their substance use has become a problem.” Despite these challenges, significant progress has been made in reducing the negative perceptions of mental health and addiction. As workplaces become more proactive by offering mental health days, flexible work arrangements, and regular check-ins, comprehensive group insurance plans are increasingly essential parts of fostering supportive working environments that value well-being and recovery.

“Addiction is a misunderstood psychiatric disorder marked by impaired self-control, compelling individuals to use substances or engage in behaviours despite harmful consequences, stemming from brain changes that perpetuate compulsive use or actions,” shares Rabin. In cases of addiction, individuals often lack self-awareness, making it more likely that colleagues or managers will notice changes in behaviour first. Once it’s been identified that an employee needs help, it is equally important to ensure that resources are made readily available. If assistance is difficult to locate or employees cannot access assistance in a way that feels safe or confidential, they may avoid reaching out.

“Getting in front of people and reminding them that they have resources is important. Whether it’s adding a tool to your employees’ suite of offerings, posting signage inside break rooms or bathrooms, providing helpline numbers or pamphlets from local mental health societies, having places where people can go and connect is key,” advises Alexander. Insurers can also play a vital role in raising awareness of available resources by partnering with employers to ensure employees know how to access support programs. This might include providing digital tools and mobile apps that connect individuals to mental health services, promoting mental health hotlines, and distributing educational materials. By offering webinars or informational sessions, insurers can also help employers understand how to effectively communicate the availability of these resources to their teams. This approach helps reduce stigma, allowing employees to feel supported, empowered to seek help, and informed about where to turn when needed.

Addiction is a deeply personal and varied experience, affecting everyone differently. The complexities of addiction underscore the need for tailored approaches to treatment and support. As Rabin emphasizes, “There’s so much heterogeneity in addiction. So, what works for one person may not work for someone else.” For this reason, Alexander recommends that plan advisors collaborate with insurance providers who offer a broad spectrum of coverage. “Employee group benefit plans need to offer a variety of treatment options to be truly effective. While inpatient treatment is preferred in some cases, it can be costly and impractical for certain individuals.” Alexander continues, “If you have a single mother who needs inpatient treatment but has children at home, it can be challenging for her family. In such cases, a virtual program might be a more practical option.” Given the wide range of mental health and addiction issues, plan advisors should consider presenting clients with benefit plans that can be adjusted to meet a range of employee needs.

“Employee group benefit plans need to offer a variety of treatment options to be truly effective. While inpatient treatment is preferred in some cases, it can be costly and impractical for certain individuals”

Charmaine Alexander, Desjardins Insurance

Once an employer has provided the necessary support for an employee’s recovery, it’s equally important to ensure the return-to-work (RTW) program is effective. This helps prevent the individual from slipping back into destructive habits and fosters long-term recovery success. “While we might take a gradual approach for someone returning to work after a physical injury, like a hip replacement, with addiction, it is important that they receive treatment and return to work full time, if possible,” says Alexander. Returning to a structured schedule helps keep individuals occupied and can reduce the likelihood of relapse. Other key components that employers should be aware of when designing a successful RTW program include managing workplace triggers, overseeing workplace relationships, providing ongoing education and support, and ensuring continuous evaluation. Since addiction recovery is an ongoing process, RTW plans should remain flexible to accommodate necessary adjustments.

Rabin shares, “If someone needs to seek treatment for their heart or undergo surgery, and someone needs to receive treatment for addiction, they should be offered the same care and respect.” “At the end of the day, it’s vital to acknowledge the human aspect of addiction. While some organizations may never encounter an employee grappling with addiction, being prepared for that possibility is essential,” emphasizes Alexander. Effectively supporting employees with addiction should not rest solely on employers. As Alexander notes, it requires a collaborative effort among employers, plan advisors, and insurers, each playing a vital role. Employers must create an environment that encourages open discussions about addiction and mental health, ensuring employees feel safe to seek help. Plan advisors are essential in this partnership, as they can provide the expertise needed to identify suitable resources and support programs. Meanwhile, insurers play a critical role by equipping plan advisors with the necessary tools and resources to enhance awareness and accessibility of these programs. Together, this collaboration fosters a workplace culture that prioritizes mental health and recovery. To find out more about how Desjardin’s group insurance plans can help, click here.

A close-up of participants' hands during a group therapy session, highlighting emotional support to addiction

Overcoming workplace stigmas

Promoting support resources

Published November 4, 2024

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Talking to someone you care about regarding their drug or alcohol use can be challenging, but family and friends play a crucial role in supporting those seeking help

Tips for talking to people about addiction

Be mindful of language: Use non-judgmental and compassionate language to foster openness. For example, say “a person who uses drugs” instead of “drug user” to avoid stigmatizing labels.

Choose neutral, accurate terms: Utilize neutral and medically accurate terminology when discussing drug or alcohol use to promote clarity and understanding.

Express genuine concern: Convey your worries with empathy, clearly stating your concerns by highlighting specific behaviours you’ve noticed.

Listen and encourage dialogue: Strive for a two-way conversation, remaining open to their experiences and emotions rather than solely offering advice.

Group benefits: What to look for in addiction resources and coverage

Avoiding a one-size-fits-all approach

Building a successful return-to-work program

Legal note: Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company. Desjardins®, Desjardins Insurance®, and related trademarks are trademarks of the Fédération des caisses Desjardins du Québec used under licence by Desjardins Financial Security Life Assurance Company. 200 Rue des Commandeurs, Lévis QC G6V 6R2 / 1-866-647-5013 desjardinslifeinsurance.com

Health professionals such as psychotherapists, social workers, and psychologists

Treatment programs and centres for inpatient or outpatient care, for a wide range of addictions, including substance abuse and behavioural addiction

Employee and manager assistance programs

Virtual healthcare

Source: Government of Canada, 2024