There’s that moment when something changes. It might be subtle at first. A missed deadline. A late arrival. A strange kind of distance. Then more. And you start to wonder: is something deeper going on?
If you think someone on your team might be struggling with addiction, you’re probably asking yourself a question you were never trained to answer:
What do I actually do about it?
This guide doesn’t pretend to solve it all. But it can help you walk the line between doing what’s right for your business and what’s right for the human being in front of you.
Statistically, more than 70% of adults with substance use disorders are employed. This isn’t happening “elsewhere.” It’s already here. In offices, on job sites, in your Slack channels.
And most of the time, it’s hidden. Not always. But often.
You might start noticing:
One sign on its own? Maybe nothing. But when they begin stacking up, that’s when it becomes harder to look away.
You don’t need to be a counselor. You’re not expected to diagnose. Your job is to observe, document, and lead with compassion.
Start with what you know:
“I’ve noticed a few changes—some missed time, some work shifts and I just wanted to check in. How are you doing?”
That’s it. You don’t need to confront. Just name what you see. Open the door.
If they walk through it and say, I think I need help, you can meet them there.
ADA Protections:
FMLA:
Confidentiality:
For more: ADA & Recovery - adata.org
A clear, compassionate addiction policy protects your business and helps guide your decisions. Here's a sample outline:
Purpose: Support employee well-being while maintaining safety and performance.
Scope: Applies to all employees.
Key Elements:
Policy templates and guidance: Faces & Voices Policy Template
Returning after treatment is a big moment. One filled with hope, yes, but also fear and uncertainty.
A return-to-work agreement helps bring structure to that transition.
Sample Plan Includes:
Use Return-to-Work Agreements – To maintain structure and expectations.
You don’t need to have all the answers. But you can be the person who notices. Who listens. Who offers a path.
That may be what changes everything.
Still, it's important to recognize the broader responsibility here. As employers, we are tasked with protecting the health of our business and the safety of everyone in it. That includes the person who may be suffering silently with addiction and it also includes the coworkers who may be impacted by their behavior. One doesn’t outweigh the other.
Addiction is a real problem. It affects real people; parents, professionals, friends and it doesn’t always look like what we expect. It’s not a moral failing. It’s not a lack of willpower. It isn’t a choice to become addicted. But it is a choice to accept help. To step into recovery. To participate in change.
As an employer, your job isn’t to cure addiction. But you can set the stage for someone to get better. And you can do it while protecting your company and your team. Those two things don’t have to be at odds.
There is a way, a very real, attainable way to run a business with boundaries and expectations while also showing compassion and offering support. One doesn’t cancel the other out. It’s not either/or. It’s both/and.
If you need help striking that balance, Step One Recovery Resources is here to offer guidance and point you in the right direction.
