10 Ways Employers Can Support Their Employees In Recovery

Create a safe environment, where everyone feels included

While stories about the growing rate of substance use disorder and record overdose deaths dominate headlines, the news is not all quite so bleak. In fact, there are an estimated 22 million Americans living in active recovery from substance use disorder—a figure that could be grossly underestimated, considering we don’t track recovery stats well. Every day, thousands more join those ranks, having graduated from a rehab program to get on with their lives as sober people.
 
With nearly 1 in 10 people in recovery, that means there’s a very good chance there are employees on your payroll right now who have overcome a substance use disorder. While it is more prevalent among certain industries or trades, the fact is that addiction is widespread and doesn’t discriminate, meaning no profession, and no workplace, is immune. 

That means employers need to do everything they can to support those employees who are in recovery, not only because it’s the right thing to do, but also because it’s essential to retaining critical talent at a time when staffing is a huge challenge. Here are 10 quick tips for supporting employees in recovery through workplace programs that cost virtually nothing but pay big dividends.  

1) Educate HR and Employees About Addiction

As a recovering addict myself, it wasn’t until I got into treatment that I learned that addiction is a brain disease, not a moral failure or character flaw. If they don’t have personal experience in addiction, there’s a good chance your HR team and employees don’t know this either. Provide education around the disease of addiction and substance use disorder, how it manifests, and signs to look for in themselves, loved ones and employees. 

2) Create an Open-Door Culture

Make it clear to employees that, as a company, you are there to help and support them in their journey. Employees should feel comfortable and safe in coming forward (confidentially, of course) to ask for help from their managers or HR and emphasize that they will not be reprimanded for admitting they have an issue. In fact, just the opposite—you’ll do whatever you can to get them the help they need.  

3) Establish Substance Use Policies

Set clear expectations for drug and alcohol use in the workplace—which includes remote workers, as they may be more likely to think the rules don’t apply to them because they’re not on company property. Include policies that address what happens if you come forward for help (we’ll get you help, no punishment), versus if you get caught (potential disciplinary action). When setting up your policy, include parameters for reporting suspicious use. For example, it must be objectively observed with physical signs (the smell of alcohol, visibly under the influence, chronic lateness, decline in performance, etc.) ideally by a member of leadership. If these signs are observed by a staff member, it is best for that staff member to get with a supervisor and/or HR. Because this is a sensitive situation, document your observations – from there the HR team can take the lead and help navigate the situation and next steps. 

4) Provide Support for More Than Just One Month a Year

While September is National Recovery Month, providing support for employees in recovery must be a year-round effort. Offering programs that encourage good holistic health are extremely valuable, not only for those living in recovery but also for your entire staff. For example, nutrition and fitness programs are excellent options, and stress management is huge, considering that stress is one of the biggest contributing factors to alcohol use, especially.  

5) Partner with an Addiction Treatment Provider

Establishing a relationship with a clinic can be a tremendous benefit. This makes it easy to provide referrals for employees who need treatment so they have an immediate solution, rather than having to research and find treatment on their own. Plus, they can be confident in knowing they’ll receive competent treatment because the company has already vetted the facility.  

6) Provide Time to Attend Meetings

Attending regular group therapy or AA meetings is an essential part of recovery, but getting there can be a challenge for some, depending on their work schedules. Being flexible to give employees time to attend meetings at lunchtime, or to leave an hour early or come in a little late to attend meetings can be a huge advantage. It not only helps them get the support they need but also reinforces your investment in their recovery. 

7) Conduct Regular Check-ins

Holding regular check-ins between managers and their team isn’t just good for those in recovery—it’s just good management. It’s an opportunity to see how your employees are doing, to build rapport and trust so that if there’s an issue, they feel comfortable talking to their manager about it. Allow team members to book time with managers with “confidential” as the subject if needed. Just last week, I had an employee book 30 minutes on my calendar to talk, unrelated to addiction but instead about a personal issue and it’s potential to impact her work. Because of the trust we’ve established, I was extremely pleased she felt comfortable coming to me, and this kind of rapport can make all the difference between an employee getting help, versus going down a worse path or quitting. 

8) Provide a Management Toolkit

Not every manager is skilled in handling these kinds of personnel issues. Provide training and resources that include the technical details on how to conduct effective one-on-ones and team meetings, how to objectively observe employee behavior, and take corrective actions when needed. 

9) Take a One-Size-Fits-All Approach

I know this is advice you rarely hear, but when it comes to addiction and recovery, it’s important to treat everyone equally to avoid targeting or “outing” anyone. That means making resources, education, and help available to everyone on your staff. This not only ensures confidentiality and avoids any embarrassment or shame, but it’s also just good practice because addiction doesn’t have a “look.” It’s not always easy to spot someone struggling with substance use disorder, so it’s best to treat everyone with the same compassion and concern. 

10)  Offer Inclusive Activities

Happy Hour shouldn’t be the only networking and bonding activity available. Make sure to plan company-sponsored activities like sporting events, escape rooms, DIY art programs, or adventure activities that those living in recovery can feel comfortable attending without putting their sobriety at risk or feeling singled out for not participating. 
 
Steady employment is a huge part of the structure and purpose that helps people stay sober and successful in their recovery. Employers have a tremendous opportunity to support their staff and create a safe environment, where everyone feels included and confident the company cares about their well-being and is willing to invest in their long-term health.

Tim Stein, Senior Vice President of Human Capital for American Addiction Centers. Connect Tim Stein