Employers want to support addiction recovery — and the federal government is ready to help

Employers play an important role in an employee's recovery from addiction and substance use disorders. But they need the right tools to ensure their support makes a difference. 

Around 70% of those with an addiction to drugs or alcohol are also employed, according to the Substance Abuse and Mental Health Services Administration. While around 72% of those will be in recovery at some point in their lives, the path to get there can be challenging and hard-fought.

But instead of going through this journey alone, employees should feel safe asking for guidance from their employers. It's not only the right thing to do, but a bigger social responsibility, says Cheryl Brown Merriwether, executive director at ICARE, which provides HR training and advocacy around addiction. 

"There are many paths to recovery, but you have to have someone who is comfortable talking about it to offer suggestions," she says. "We've got to give permission for people to feel safe in the workplace."  

Read more: As addiction rates soar, employers can offer a lifeline

Employers don't have to navigate these complex issues on their own — in November, 2023, the Biden administration released a Recovery-Ready Workplace Toolkit, a resource based on the recovery-friendly workplace model created by the state of New Hampshire. The purpose of the toolkit is to provide a framework for employers to shift their culture to be more accepting of addiction, and then provide resources for making care and support more accessible.  

A recovery-friendly workplace involves creating a psychologically safe work environment through collaboration between business leaders and the community. Having the federal government back this issue will not only provide funding, but will formalize the kinds of programs and benefits available to those in recovery from addiction, Merriwether says. 

"What that will do is provide guidance and standards by which companies can formalize these best practices," she says. "You've got the governing bodies, the business community and the other key stakeholders in those communities who are working together." 

Read more: How Oracle supports employee with alcohol addiction

Within the workplace, this involves creating a network of peer support, as well as leadership training, efforts ICARE spearheads with their training and advocacy programs. Employees get buy-in from leadership to establish workplace affinity groups, offer addiction coaching and counseling, and implement other workplace initiatives. 

"[Employees] get the support of leadership to provide support for those who may be sober-curious or in long-term recovery," Merriwether says. "They're using existing initiatives like employee resource groups and wellness programs, but individuals within that workforce are trained and certified to partner with the HR folks and be the peer-level support." 

Working at an organizational level to address addiction and recovery could prevent more serious and costly interventions, like rehab or long-term work absences. For many, finding treatment for their addiction is either prohibitively expensive or simply not available, and it's important for employees to understand there are other options. 

"There are not enough providers and the treatment community is in crisis, so the goal is prevention and awareness to catch people proactively before they crash and burn," Merriwether says. "The workplace is really key to that, so people can get help and ask questions without feeling afraid they're going to lose their jobs." 

Read more: Making your workplace drug-free and recovery friendly can help support people with addictions

Beyond building a recovery-friendly model, employers can advance to creating a recovery-ready workplace, which incorporates training and education, as well as risk management and fair hiring practices. Eliminating the fear around addiction will eventually lead to transformative change. 

"You've got to change the thinking in the workplace around the value of those employees, because employers are afraid to hire them because of the risks," Merriwether says. "If you can connect them with services in their community or beyond that provide treatment and long-term recovery support, we're helping people be made aware of these things and helping them create a plan."