Addiction affects the workplace through absenteeism, decreased productivity, and safety concerns. But with proper support, employees can recover and return to being valuable team members.
For Employees Seeking Help
Many employers offer Employee Assistance Programs (EAPs) that provide confidential assessments and referrals. The Family and Medical Leave Act (FMLA) may protect your job while in treatment. Some employers offer additional support programs.
Understanding Your Rights
The Americans with Disabilities Act (ADA) protects employees in recovery from discrimination. You cannot be fired for seeking treatment or having a past addiction. However, current illegal drug use is not protected.
Having the Conversation
If you decide to disclose, focus on your commitment to recovery and your plan for treatment. Request accommodations you need, such as time off for treatment or ongoing therapy appointments.
For Employers
Creating supportive policies helps retain valuable employees and reduces costs associated with turnover and accidents. Consider drug-free workplace programs that emphasize support over punishment, EAPs with robust substance abuse resources, training for managers on recognizing and addressing concerns, and clear policies that encourage seeking help.
Return-to-Work Planning
Employees returning from treatment benefit from clear expectations, gradual return if appropriate, ongoing EAP support, and reasonable accommodations for continuing care.
Resources
The Department of Labor offers resources for drug-free workplace programs. SAMHSA provides workplace guidance. Your EAP provider can help develop supportive policies.