Do you have a valued employee who is in recovery, and you want to learn how to support them at work? Understand that recovery doesn’t end when someone finishes treatment, but is a lifelong process that requires daily commitment. Your employee may be learning how to manage stress, handle triggers, and build new coping skills. This means they might need ongoing flexibility—whether that’s attending meetings, therapy appointments, or other forms of aftercare.
By recognizing that recovery takes time and effort, you’re showing your employee that you see them as more than their past. You’re showing them that you value who they are now—someone working hard to make positive changes.
Create an Environment of Openness and Trust
Honesty is a key part of recovery, and it should also be a key part of your workplace culture. Encourage open communication by letting your employee know they can talk to you about their needs without fear of judgment or punishment.
For example, if they need to adjust their schedule for counseling or support group meetings, be willing to have that conversation. You don’t need to know every detail of their recovery, just that they’re taking steps to maintain it.
When you respond with understanding instead of skepticism, you build trust. That trust can make all the difference in helping someone feel secure enough to ask for help when they need it, instead of hiding their struggles.
Respect Privacy and Boundaries
It’s important to balance openness with respect for privacy. Recovery is deeply personal, and not everyone in your workplace needs to know an employee’s history with addiction.
Avoid sharing information about their recovery unless the employee explicitly gives permission. Encourage discretion among managers or supervisors who may be aware of the situation.
You can still show support without crossing boundaries. A simple, “I’m glad you’re doing well,” can go a long way.
Be Flexible When Possible
Recovery can bring new routines and responsibilities, like therapy sessions, doctor appointments, or 12-Step meetings such as AA or NA. Flexibility, when it’s possible, can help your employee stay on track without feeling overwhelmed.
Focus on Strengths, Not the Past
An employee in recovery brings unique strengths to the table. They may have developed resilience, self-awareness, accountability, and the ability to handle challenges head-on. Instead of focusing on their history of substance use, focus on the growth and determination they’re showing today.
Celebrate their work ethic, reliability, and progress. Recognize their contributions in the same way you would anyone else’s. When you focus on what they’re achieving now, you help them move forward with confidence instead of shame.
Address Stigma in the Workplace
Even in today’s world, stigma surrounding addiction remains a major barrier for people in recovery. As an employer, you have the power to set the tone for your entire team.
You can help by:
- Educating staff about addiction as a medical condition, not a moral failing
- Promoting awareness around mental health and substance use recovery
- Establishing clear policies against discrimination or gossip related to addiction
- Encouraging empathy and understanding in team communication
When you take steps to remove stigma, you make your workplace a place of dignity, trust, and healing. That benefits not only your employee in recovery but your entire organization.
Encourage Healthy Habits at Work
You can also support recovery by promoting a culture of wellness in your workplace. Encourage activities that align with a balanced, sober lifestyle—like group walks, mindfulness breaks, or healthy snack options in the break room.
If your workplace traditionally revolves around after-hours drinks or parties with alcohol, consider offering alternatives. Instead of happy hours, try hosting coffee meetups, volunteer days, or team-building events that focus on connection without substances.
These changes may seem small, but they send a powerful message: everyone belongs, regardless of where they are in their recovery journey.
Lead with Honesty and Compassion
You don’t need to have all the answers—or play the role of counselor—to support an employee in recovery. What matters most is showing genuine care. A simple check-in like, “I’ve noticed you seem a bit off lately. Is everything okay?” can open the door to a meaningful conversation.
If your employee opens up, listen without judgment. Sometimes, knowing someone cares is enough to help them take the next step toward healing.
You Can Make a Difference
When you lead with compassion, you strengthen more than just one person—you build a healthier, more supportive workplace for everyone.
If someone on your team is struggling with substance use, Twin Lakes Recovery Center in Monroe, Georgia, is here to help. Reach out today to learn more about our evidence-based recovery programs.
