How to speak to your boss about addiction support…
New research has shown that over half of employees have struggled with addiction and nearly three-quarters of businesses are worried about addiction-related issues in the workplace. No one sets out to be an addict. However, many of us typically end up in the cycle of addiction as a way of coping and instead of finding positive ways to let off steam, we fall into a negative spiral which is difficult to break.
Seeking support from your workplace might not seem like an obvious starting point. It’s natural to feel worried about how to approach your manager or what your recovery journey might mean for your career. There’s also still a lot of stigma attached to how you might be perceived by others if they learn about your struggles with addiction.
But perspectives are changing. And addiction is starting to be understood as a medical condition and not as a personal failure. This growing awareness is helping to create workplaces where honest conversations about health and recovery are not only possible but welcomed. Not only this, but many workplaces have wellbeing policies in place, which can help you on your road to recovery.
What your workplace can do for you. Deciding to share your recovery journey with your employer is a personal and often difficult step. One of the first challenges can be figuring out who to talk to within your organisation. In smaller or mid-sized companies, it’s usually appropriate to speak directly with your supervisor or manager. In larger organisations, HR is typically the best starting point. They can guide you through the process and organise any necessary support.
It’s important to know you’re not alone in navigating this. Your employer has a legal obligation to provide reasonable adjustments to support your recovery. It’s a shared responsibility and you’re entitled to a workplace that prioritises your wellbeing. In terms of offering support, a lot of companies provide employee assistance programmes (EAPs), counselling or advice on relevant charities or local community services to help you start to manage your substance use.
They may even offer specialist mental health or addiction support outside of a traditional EAP if it’s needed. It’s always worth asking. If you need adjustments to your workload or more flexible working opportunities, like taking time out of the day, leaving early or starting later to attend counselling, addiction meetings or GP appointments, your workplace should do everything in its power to accommodate that.
Even if you need in-patient treatment, you can do so without jeopardising your job. Once you enter a treatment centre, you are protected under the Equality Act of 2010. This means that your employer cannot terminate your employment solely because you are undergoing addiction treatment. Attending a treatment centre might require taking time off work to focus on recovery. This absence is also protected.
Remember many companies genuinely care about their staff’s wellbeing, and while sharing the story of your addiction is nerve-wracking, most managers would much rather know about what you’re going through than have you struggle in silence. If you’re open to seeking help or treatment, responsible businesses will be there to support you every step of the way.
By Chris Britton, People Experience Director at Reward Gateway
