Is your workplace ready for a substance use crisis?

Most workplaces have fire drills, evacuation procedures, and first aid training but when it comes to substance use, many employers are far less prepared. The risks can take many forms, from acute emergencies like an overdose at work to slower-building concerns like an employee whose use escalates under stress, or rising claims that signal untreated use. The question isn’t whether these risks exist, but whether your organization is ready to respond. 

According to the Substance Abuse and Mental Health Services Administration (SAMHSA) latest survey, 75% of people with substance use needs believed they should handle it on their own, 65% said they weren’t ready to start treatment, and nearly 60% weren’t ready to stop using. These numbers reveal why waiting for employees to self-identify rarely works. Workplaces that plan ahead can bridge these gaps through early engagement and rapid response when it matters most. 

Employers often assume existing polices or benefit programs are sufficient. But in real-world practice, critical gaps emerge in four areas:

Emergency response

Many workplaces still don’t stock naloxone or train staff on how to use it. Tools like the NSC Naloxone Workplace Calculator can help organizations determine the right supply to have on hand.

Manager preparedness

Managers are often the first to notice changes in behavior, but few are equipped to respond with confidence or compassion.

Crisis communication

Without clear protocols, confusion can delay help and increase harm during high risk moments.

Benefit accessibility

Even when benefits exist, employees may not know what’s covered or how to access it quickly and confidentially.

 

Building readiness means weaving prevention into workplace operations so emergencies are less likely and responses are more effective when they do occur. That starts with moving beyond policies and stress-testing how they work in practice. Employers can run exercises or scenario planning sessions to see where response protocols break down and where additional training is needed. 

Readiness also depends on whether support feels visible and approachable. Even the best resources fall short if people don’t know they exist or fear stigma in using them. Regular communication, manager toolkits, and employee resource groups can help normalize seeking help about substance use. 

When support is visible and accessible, employees use it and readiness becomes measurable. Pelago’s latest claims analysis study found that 97% of members were accessing care for the first time, and those who engaged more deeply with the program drove greater savings. Tracking engagement and outcomes helps organizations assess whether their benefits are truly being used. 

Readiness is not a one-time project. It’s a practice that combines emergency preparedness with ongoing prevention. Employers who commit to this approach reduce risk, lower costs, and, most importantly, create workplaces where people are supported before, during, and after moments of need.