Alcohol
Addiction and mental health struggles are unfortunately far too common in today’s workforce. According to the National Institute on Drug Abuse, more than 46 million Americans over the age of 12 are managing at least one substance use disorder—and many of them are working while coping with these challenges. Meanwhile, countless others are struggling with mental health challenges.
The reality is that the workplace can either make or break an employee's recovery journey – but employers have the power to be part of the solution.
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Providing your company with the right foundation to managing these issues, as well as ensuring your team has the appropriate support, isn’t just the right thing to do—it’s also the smart move for your business.
Start by shifting the culture around addiction
While progress has inched forward in the last few decades, there’s still undoubtedly a stigma around addiction, particularly in the workplace. And that stigma is the top factor that keeps employees from reaching out when help is needed If someone is struggling with substance use, they may fear they’ll be judged, or worse, let go. The truth is that most people who seek help aren’t looking for pity—they’re looking for understanding, and to make things right.
Leadership plays a key role here. If employees see managers talking openly about addiction as a health issue (and not as some personal failing), they’re more likely to feel comfortable coming forward. A culture of support can make all the difference, and this is where employers can shine.
Studies have shown that employees who get the support they need are actually more loyal and productive. They’ll stick around longer, have fewer sick days, and, in turn, contribute more to your company’s success.
Don’t let your EAPs go to waste
Like most companies, you likely already offer an Employee Assistance Program (EAP), but let’s be real—how many employees are actually using it, or even know about it? For years, traditional EAPs have hovered around a 3-6% utilization rate, which means countless employees aren’t getting the help that’s available to them. That’s why it’s vital to raise awareness about the services your EAP provides—and ensure employees know their privacy is protected.
If you’re not sure where to start, think about offering more targeted resources, like virtual counseling or digital recovery tools, which have been shown to help employees who are hesitant about seeking in-person treatment.
Digital resources can make a huge difference in reaching employees who need help but may not feel comfortable coming forward in person. It’s about making the support accessible and private.
Related: 90% of U.S. new mothers feel under supported during postpartum recovery
A holistic approach works best
Addiction doesn’t just come out of nowhere. It often stems from stress, anxiety, or other deeper behavioral health challenges. That’s why offering a holistic approach to wellness—rather than just treating addiction in isolation—can be so powerful.
Encourage employees to take care of their mental health. Offer resources like stress management workshops, wellness programs, and time off when needed. When employees feel supported in all aspects of their wellbeing, it’s less likely that addiction will take hold in the first place.
The CDC has found that workplace recovery programs can lower substance use and improve employee health, which helps everyone in the long run.
Equip HR and managers to handle tough conversations
So, what happens if an employee does come forward and ask for help? HR and managers need to be prepared. While it might feel uncomfortable, it’s important to approach these conversations with empathy and understanding. A little bit of training can go a long way in helping managers navigate these situations. Knowing where to direct employees for support, maintaining confidentiality, and simply listening are crucial parts of being a recovery-friendly employer.
Protecting privacy is key
One of the biggest concerns employees have is about privacy. They’re afraid that if they ask for help, it will show up on their record or be shared with others in the company. To build trust, make it clear that their privacy will be respected. This is one of the most important steps you can take to encourage employees to come forward and seek the support they need.
Collaboration with unions can strengthen programs
In unionized workplaces, recovery programs might need to be worked out in conjunction with union agreements. The good news is that unions and management often have a shared interest in supporting employees’ health. By working together, you can create a program that ensures everyone is on board and that employees get the help they need without feeling like they’re being treated unfairly.
The business benefits of supporting recovery
Supporting recovery isn’t just about doing the right thing—it’s about making your workplace better overall. Studies show that for every employee who recovers from a substance use disorder, businesses can save an average of $8,500 in reduced turnover, healthcare costs, and absenteeism. And beyond the numbers, there’s also a big payoff in employee morale, loyalty, and productivity.
By prioritizing recovery and wellbeing, you’ll not only see a positive shift in your workplace culture but also improve the overall outlook for your business.
Marian Ross is the Director of Professional Relationships for Recovery.com
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