How can employers support employees in addiction recovery?

Addiction is a public health issue that touches every corner of society including the workplace. In the UK, more than 1 in 11 adults have reported drug use in the past year, and alcohol misuse remains a leading cause of preventable illness and lost productivity. 

As awareness grows around mental health and wellbeing, it is crucial that employers in the UK take an active role in supporting employees in taking their first steps to recovery, as well as the ongoing recovery journey. Not only is this a moral responsibility, it also makes good business sense: a supportive workplace promotes retention, reduces absenteeism, and improves team cohesion.

Why Must Employers Take the Lead?

Employees in recovery often face stigma, fear of discrimination, and uncertainty about their job security. Employers have a powerful opportunity to change this narrative by offering support, flexibility, and a culture that recognises recovery as a health journey, not a weakness.

Here are some key ways employers can support employees in addiction recovery:

1. Foster a Stigma-Free Culture

Stigma is one of the biggest obstacles for people in recovery. Employees may fear that disclosing a past or present struggle with addiction could damage their careers. To shift the culture:

• Promote awareness and openness around addiction and mental health.
• Train line managers to respond with empathy and confidentiality.
• Reassure staff through HR policies that asking for help will not result in disciplinary action.

2. Offer Flexible Leave for Treatment

Recovery often involves therapy, counselling, or attending rehabilitation services. These require time away from work and a flexible, supportive approach makes a big difference.

• Use the Equality Act 2010 framework where appropriate. While addiction itself may not be classed as a disability, associated mental health conditions often are.
• Offer compassionate leave or facilitate adjustments to working hours for appointments.
• Consider using Occupational Health services to tailor return-to-work plans.

3. Signpost and Provide Support Services

Make sure employees know where to turn for help—both internally and externally:

• Provide access to Employee Assistance Programmes (EAPs) that include counselling and referrals.
• Share links to organisations like Turning Point, We Are With You, and Alcohol Change UK.
• Offer wellbeing workshops or webinars that address stress, coping strategies, and recovery resources.

4. Be Flexible With Work Arrangements

Recovery is ongoing, and it may include regular support group meetings, medical reviews, or therapy sessions. Consider:

• Offering hybrid working or part-time hours where possible.
• Allowing shift swaps or schedule adjustments without penalty.
• Providing a phased return to work after treatment.

5. Train Managers to Spot the Signs

Managers are on the frontline when it comes to noticing any changes in behaviours or performance of an employee. They need to:

• Recognise signs of struggle, such as frequent absences, erratic behaviour, or performance issues.
• Approach conversations privately and supportively, not punitively.
• Know when and how to involve HR or Occupational Health.

6. Reconsider “Zero Tolerance” Approaches

Many workplaces have strict drug and alcohol policies but a hard-line approach can backfire. Instead of creating a culture of fear:

• Build policies that encourage early disclosure and voluntary treatment.
• Allow for rehabilitation and reintegration after substance-related incidents.
• Focus on safety and support, not just discipline.

7. Encourage Peer Support

Recovery can feel isolating but workplace support from fellow employees can really help. Here’s some ideas on how you can foster a peer support environment in your work place:

• Consider forming a staff wellbeing group or peer network.
• Support initiatives like Time to Talk Day or Mental Health Awareness Week that promote inclusive conversations.
• Celebrate and protect recovery journeys without forcing disclosure.

Supporting employees in addiction recovery is about building a resilient, healthy, and inclusive workforce. Recovery is possible and with the right structures in place, workplaces can be a powerful part of that journey.

At A Better Tomorrow, we support, empower and enable people with issues of addiction, mental ill-health, homelessness or domestic abuse to live their lives to the full. 

If you know someone that is struggling with addiction, mental health or domestic abuse, please reach out to us here.