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.

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How employers can better support employees with their recovery

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