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One of the greatest challenges that a person can take on in their life is overcoming addiction. Getting help, getting sober, and staying healthy after becoming addicted to alcohol or other substances is a tremendous undertaking. The struggle to take those important steps is all the more challenging if they don’t have people or resources in their lives to support them on their journey to recovery. This is why it is so important for all parts of a community to do what they can to support people with addiction and create healthier environments for all. For this National Recovery Month, we’re sharing the ways we think employers can play a role in supporting their employees who have a history of addiction.
Addiction is widespread and affects people of all ages and socio-economic backgrounds. The 2023 United States National Survey on Drug Use and Health (NSDUH) found that, “Of the 30.5 million adults in America who feel they have or have had a substance use problem, around 22 million (73.1%) say they are in recovery.” These are people who have bravely confronted their addiction and done what is in their power to lead a healthier and safer life. Of course, their success is partly determined by the support they receive along the way.
There is still a large stigma attached to addiction. The National Institute on Drug Abuse reports that there are still prevailing attitudes that an addiction is a personal or moral failure. It’s a judgment that does not factor in the serious, often out-of-control, causes that lead to a substance use disorder. These factors can include genetic predisposition, changes in the brain, being prescribed a drug for other medical issues and then becoming addicted, and environmental and social factors. As an organization that seeks to combat sexual violence, we would be remiss if we didn’t note that there is a strong link between sexual abuse and addiction, particularly for survivors of childhood sexual abuse.
Employers do already have certain legal obligations when it comes to employees with addiction. The Americans with Disabilities Act (ADA) does offer protections for employees and applicants who are successfully rehabilitated or actively engaged in a rehab program and are not using illegal drugs. The Family and Medical Leave Act (FMLA) does cover leave for legitimate addiction treatment and safeguards the job status of the person with the addiction. For federal employees, the Rehabilitation Act further cements that, “individuals with previous substance use may be considered qualified individuals with disabilities if they are no longer engage in the illegal use of drugs and either have been successfully rehabilitated or are participating in a supervised rehabilitation program.”
These pieces of legislation lay an important foundation for employers to follow, but there are still ways employers can bolster their support for employees with a history of substance abuse. Below are some of our recommendations.
Offer Flexible Time or Leave for Treatment
The road to recovery might not fit well while working at a 9-5 job. If the position allows, work with the employee with addiction to make their schedule more flexible to accommodate regular counseling sessions or doctor’s visits. Also offer a workday structure that allows for short breaks for both medical purposes and emotional wellness. When an employee knows that their health and well-being is prioritized above all else, they will be happier, healthier, and better workers overall.
Introduce Drug Testing Accommodations for Prescribed Medications
During treatment, employees may be prescribed medications that would also trigger positive results on a drug test. Health Street recommends the following best practices for these employees:
Develop a comprehensive policy. Establish a clear policy for prescription medication drug testing, particularly those that could affect safety or job performance. This policy should comply with legal requirements and guidelines for disclosing prescription medication use.Ensure confidentiality. Maintain strict confidentiality regarding employees’ medical information.
Implement a fair drug testing process. Ensure drug testing policy is fair. This might include a verification process where employees can provide evidence of their prescription.
Review and adjust policies regularly. Keep your policies up to date with current laws. Regularly review and adjust your approach to accommodate prescription medication use as necessary.
Uplift the Employee Assistance Program
Throughout our blogs, we have advocated for Employee Assistance Programs (EAPs) as excellent resources to use for a variety of issues that may impact a company’s staff. Learn more about what EAPs can offer employees in recovery here.
Adjust Language Referencing Addiction
One everyday action that all staff can take is adjusting the way we talk about addiction. Being mindful about the language we use to describe and discuss the issue is a simple yet effective way to demonstrate allyship to all who are affected by it. Consider sharing this article by the National Library of Medicine as an educational tool amongst supervisors and general staff. Also, as important as it is to know what words to use, it is also important to emphasize the right of confidentiality for staff who disclose they are someone they care for has a history of addiction.
Provide Temporary Job Modifications
For employees new in recovery due to either a recent relapse or getting treatment for the first time, returning to work can be an incredibly daunting task. If possible, temporarily modify their job duties to a lower task load or away from certain triggers. As they get further in their recovery journey, collaborate with the employee to reintroduce these duties into their workload.
RALIANCE will always advocate for health equity in the workplace, and we believe that also encompasses employees in recovery. To all employees on this journey, we commend you on all you’ve accomplished, wish you the best in moving forward, and will continue to advocate for workplace policies and procedures that prioritize safety and good health for all.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.