Ohio BWC Launches Unified Substance Use Program: SUPR

In July 2025, the Ohio Bureau of Workers’ Compensation (BWC) introduced the Substance Use Prevention and Recovery (SUPR) program, streamlining and replacing its previous initiatives. The purpose of the SUPR program is to provide Ohio employers with a centralized, easy-to-use system that helps prevent workplace substance abuse, supports employee recovery, and reduces injuries and illnesses by integrating drug-free initiatives into overall safety programs and offering resources for implementation.

Previously, the BWC engaged in the Drug-Free Safety Program (DFSP) and the Substance Use Recovery (SUR) Program to reduce workplace injuries and workers’ compensation claims by promoting drug free policies, testing, and helping employers reintegrate workers in recovery into the workplace through second-chance policies and treatment support. Together, these programs aimed to balance workplace safety with public health needs surrounding substance use and addiction. However, having multiple platforms for overlapping goals came with difficulties and confusion. The new SUPR program consolidates DFSP, SUR, and BWC’s safety grants—which provide matching funds to help employers purchase equipment or resources that reduce workplace hazards—into a more streamlined and unified platform. For Ohio employers, this is a pivotal opportunity to rethink and refine its organizational approach to workplace safety, employee wellness, and risk mitigation.

Key Enhancements Under SUPR

Previously, employers had to navigate multiple programs such as DFSP, SUR, and separate BWC grant processes. SUPR merges all these programs into one cohesive framework. This reduces paperwork, eliminates redundant applications, and makes it easier for employers to understand and access available support. Unlike the DFSP program, which had fixed enrollment windows, the SUPR program allows year-round entry. Employers can now enroll on a rolling basis and still receive pro rata premium bonuses (up to 7% for the most involved level of participation), making it easier to join without waiting for the next policy cycle. Other impactful changes implemented in the SUPR program include:

• Simplified Grants:
  • DFSP safety grants have been replaced by SUR grants, which offer up to $5,000 in reimbursement for eligible drug-free workplace and recovery support expenses.
  • Grant applications and documentation are now handled through a single, centralized online application portal, reducing paperwork and making the process more efficient: BWC Grant Management Portal
• Expanded Reimbursement Eligibility: Now, even employers not conducting testing or formal training can qualify for reimbursement for:
  • Policy development
  • Employee education and assistance
  • Substance abuse assessments
  • Second-chance and return-to-work programs

Participation Levels

SUPR offers four levels of participation, allowing employers to choose the level of involvement that fits their needs:

1. Advanced Level Requirements:
   • Written policy
   • Employee education
   • Supervisor training
   • Drug/alcohol testing
   • Accident analysis
   • Recovery support
   • Rebate: Up to 7%
2. Basic Level Requirements:
   • Written policy
   • Education and training
   • Accident analysis
   • Rebate: Up to 4%
   • No testing or recovery components required
3. Comparable Program:
   • For employers with internal programs meeting BWC standards
   • No rebate, but maintains compliance
4. Reimbursement Only:
   • No mandatory reporting or policy enforcement
   • Eligible for reimbursement for education, training, and assessments
   • No premium rebates

Eligibility Requirements

Employers must meet the following to participate:

• Be a state-funded or public employer taxing district in Ohio
• Maintain an active workers’ compensation policy
• Be current on premium payments
• Have reported prior year payroll and paid any due premiums
• Have no more than 40 days of policy lapse in the prior year

Even employers not meeting all participation requirements may still qualify for reimbursement benefits if they are state-funded and in good standing. The effective dates for private employers is July 1, 2025, and for public employers, January 1, 2026.

A Modern Approach To Workplace Wellness and Strategic Risk Management

SUPR is more than just a compliance program, it’s a risk management and employee retention tool. Employers with robust substance use policies and training in place can reduce the likelihood of on-the-job accidents, workers compensation claims, and costly legal disputes. Participating in SUPR allows employers to recoup a portion of their premiums and/or get direct reimbursement for preventative services. Many employers lose valuable workers over substance related issues without exploring rehabilitation or second chance policies. SUPR empowers employers to integrate recovery into their HR and safety strategy in a way that aligns with company values and workforce realities.

For employers, SUPR is a chance to step into a more modern model of workplace health. Whether you’re a small business owner trying to create a safe environment on a budget, or a large enterprise looking to optimize your workers’ compensation premiums, the SUPR program offers a strategic path forward and gives employers the tools and flexibility to manage substance abuse in the workplace.