Supporting Wellness, Mental Health, and Recovery in the Workplace: Employer Q&A

The AssuredPartners team recently sat down with our partners at the Hazelden Betty Ford Foundation to talk about the various types of wellness, and how those different types can impact an organization’s employees.

Read on to learn more about the relationships between overall wellness, mental health, and recovery and how they interact in the workplace.

AP: Before we get started, can you tell us a little about the work that Hazelden Betty Ford Foundation does in the community?

HBF: Hazelden Betty Ford is a mission-driven, community-oriented behavioral healthcare organization supporting individuals, families, and communities struggling with addiction and mental health. With a legacy dating back to 1949, Hazelden Betty Ford provides addiction treatment and mental health care, supported by innovative recovery support services and resources. Most importantly, we lead with empathy to overcome the stigma associated with addiction and mental health treatment.

AP: Why should employers prioritize wellness as it relates to substance use and mental health?

HBF: Because it directly affects workforce performance, safety, and retention. Mental health and substance use issues can lead to increased absenteeism, lower productivity, higher healthcare costs, and workplace incidents. Supporting employee wellness fosters a healthier, more resilient workforce and a more sustainable organization.

AP: What does wellness mean in the workplace?

HBF: Workplace wellness goes beyond physical health—it includes mental, emotional, and behavioral well-being. Supporting wellness involves fostering a work culture that promotes balance, reduces stigma, encourages help-seeking, and provides access to appropriate care and resources.

AP: What can employers do if an employee is struggling but hesitant to speak up?

HBF: Creating a safe and stigma-free environment is the first step. Promote confidentiality, educate managers on how to respond to concerns with empathy, and make it clear that support is available without judgment or penalty. It is important to reinforce the message that mental health and recovery are priorities, not liabilities.

AP: What support can organizations offer to an employee who may be concerned about a member of their family?

HBF: Recognize that family struggles affect employee focus and mental health. Ensure Employee Assistance Programs (EAPs) include services for family members, not just the employee. By offering flexible scheduling, providing access to support groups, and normalizing the need for time off to manage family challenges, organizations demonstrate their dedication to employee health.

AP: What can employers do to make it easy for employees to find help when they are concerned about their own mental health or substance use?

HBF: Employers can encourage their employees to:

• Use the EAP for confidential counseling and referrals.
• Check their health benefits for mental health and addiction services.
• Reach out to their primary care provider or local resources.

Employers should make sure these options are well-communicated and that the solutions are easy to access.

AP: Let’s talk a little bit about what co-occurring disorders are and why they matter at work.

HBF: Co-occurring disorders refer to individuals who experience both a mental health condition and a substance use disorder simultaneously. These situations often require integrated care. Recognizing and accommodating these complexities shows a commitment to employee well-being and inclusivity.

AP: Is your organization seeing an increase or recognizing any trends in co-occurring disorders?

HBF: Yes. Since the pandemic, more employees are reporting elevated levels of stress, anxiety, depression, and substance use. A growing number are facing multiple issues simultaneously. Employers need to be prepared to respond with the appropriate and compassionate resources to support their employees through these complex challenges.

AP: How can organizations support employees—or their family members—who are struggling with co-occurring disorders?

HBF: Employers can take actions to ensure that the workplace, and materials being provided to those in the home, offer integrated support through:

• Robust EAP and behavioral health coverage
• Supervisor training on mental health and addiction issues
• Policies that support flexibility, confidentiality, and inclusion
• Partnerships with local behavioral health or recovery organizations

AP: What is the Recovery Ready Workplace initiative?

HBF: The Recovery Ready Workplace Initiative is a program developed by the Department of Labor that helps employers create a supportive environment for people in recovery.

This includes:

• Reducing workplace stigmas
• Offering second-chance hiring
• Adopting recovery-friendly policies

Becoming Recovery Ready shows commitment to being part of the solution.

AP: Why should employers consider becoming a Recovery Ready Workplace?

HBF: It positions a company as a leader in health, equity, and inclusion. It helps attract and retain talent, lowers turnover, and demonstrates that you value employees’ lives beyond their work output.

It's a proactive approach to addressing a very real issue.

AP: What’s one step that employers can take today to make a difference for employees and their families that may be going through these challenges?

HBF: Reviewing current policies through the lens of mental health and substance use is the first step. Is the organization supportive or punitive? From there, talk to your EAP provider, benefits team, or a local Recovery Ready program to explore improvements and training options.

AP: How can employers reduce the stigma around mental health and substance use in the workplace?

Reducing stigma starts at the top. Employers can make efforts to:

• Train leaders and managers to talk openly about mental health and recovery.
• Use inclusive, non-judgmental language in policies and communications.
• Encourage storytelling—sharing lived experiences (when appropriate) helps normalize recovery.
• Ensure confidentiality is respected and communicated clearly.
• Celebrate Recovery Month or Mental Health Awareness Month as part of your company’s calendar.

The more normalized and visible support becomes, the more likely employees are to seek help.

AP: Let’s talk through some of the evidence out there showing promise in employees who go through recovery.

HBF: Research shows that people in recovery are often just as, if not more, reliable and motivated than other employees. A report by the National Safety Council and NORC at the University of Chicago found that:

• Workers in recovery miss fewer days than those without a substance use disorder.
• They are less likely to leave their jobs voluntarily.
• They have comparable or better job performance compared to the general workforce.

If your organization is looking to provide additional support to your employee population who may be experiencing some of these challenges, or for more information on the Hazelden Betty Ford Foundation, reach out to your AssuredPartners team.