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DeAnna Thomas is vice president of human resources at Associated Builders and Contractors. The opinions are the author’s own.
Last month, the Department of Labor issued guidance to help employers respond better to opioid-related overdose workplace emergencies.
With that in mind, it’s vital to note: The overdose epidemic is not a community problem that happens outside your company’s doors. It’s a workforce problem that happens within them.
In 2025, more than 70,000 Americans died of drug overdosesabout 194 people every day, according to data from the Centers for Disease Control and Prevention. This is the emergency most workplaces haven’t planned for and can’t ignore.
For decades, workplace safety has meant preparing for the expected: fire extinguishers, AEDs and first aid kits. Today, it also means preparing for something less visible but just as urgent: the overdose response. This includes stocking naloxone and creating a culture where employees can ask for help without fear.
This is a work issue, not a personal one
More than 70% of adults with a substance use disorder are employed, according to the National Library of Medicine. In construction, physically demanding work, high injury rates, and chronic pain create a well-documented pathway to opioid use.
By Anna Thomas
Authorization granted by Associated Builders and Contractors
But this is not limited to one sector. Across all sectors, overdose deaths now account for an increasing proportion of workplace fatalities. And yet, only 28% of employers declare that they have it naloxone available at all workplacesaccording to the National Security Council.
This gap is not about costs. It is the persistent perception and belief that substance use is a private problem rather than a work responsibility. But when employees believe asking for help could jeopardize their jobs, silence becomes the default. And silence increases the risk.
Workplaces already shape how safe people feel when they report injuries, harassment or mental health issues. Substance use should be no different.
From awareness to action
At ABC, we found that addressing this problem didn’t require building something entirely new, but connecting and reinforcing what already existed.
When our team connected with the Recovery Friendly Workplace Institute and we looked for the certification of the organization, we discovered that we were already doing more than we thought; we had not connected the pieces.
The certification mattered to me, and to ABC, for one reason above all else: It sends a clear and public signal to all employees that this company is a safe place to ask for help. A poster on the wall is easy to ignore. A certification, backed by policies, training and accountability, is harder to dismiss. It tells our people that recovery is supported.
We have created a dedicated recovery resources section on our company intranet, available to our employees 24 hours a day, 365 days a year. We have 988 Suicide and Lifeline Crisis cards in each break room throughout the year. We educate our senior managers about what resources exist and how to use them.
Our Director of Workforce Programs and Initiatives, Haley Moyers, has a monthly meeting of Mental Health Champions, featuring speakers who openly share their own recovery journeys. This piece, powered by honest human voices, has done more to change our culture than any policy we’ve ever written.
But one of the simplest and most impactful steps we took was this: we stockpiled naloxone.
Naloxone should be standard equipment
Naloxone, commonly known by the brand name Narcan, reverses opioid overdoses. It is FDA approved, available over the counter, requires no medical training, and poses no risk if administered unnecessarily.
In other words, it meets all the criteria employers typically require for workplace safety tools.
Two decades ago, AEDs were rare in the workplace. Today, they are standard and expected. Naloxone is at a similar tipping point.
Public health data shows it works. Wider distribution has already contributed to a significant decrease in overdose deaths.
5 Steps Employers Can Take Now
Organizations can make significant changes without waiting for regulation. Here are five practical steps leaders can take right away:
- Keep naloxone on hand. You can buy it over the counter at most pharmacies. Store it anywhere you have emergency supplies. The National Security Council has a free planning tool.
- Share the 988 lifeline. It is free, confidential and available 24/7 for both mental health and substance use crises. Post it in break rooms and bulletin boards. Include it in your onboarding materials. Make it visible all year, not just during awareness months.
- Work towards Recovery Friendly Workplace certification. The National Recovery Friendly Workplace Institute provides policies, management training and a network of certified employers. It is a clear and structured path and many organizations are closer than they think.
- Take an honest look at your policies. Do employees feel safe speaking up? Is your employee assistance program easy to use? Ask for feedback and remove any barriers. The Mental Health and Substance Abuse Services Administration Toolkit for drug-free workplaces is a useful place to start.
- Review your benefits. Check to see if your health plan covers substance use disorder treatment. If not, start the conversation to add this coverage.
The leadership test
The employees who the people most in need of help are often the least likely to ask for it; not because they don’t want support, but because they fear the consequences.
This fear is shaped by the culture of the workplace. And culture is shaped by leadership.
All organizations will face this problem at some point. The only real question is whether you’ll be ready when it happens.
One of your employees may need help tomorrow. The decision to be prepared is yours.
