About 10% of Americans have experienced drug addiction at some point in their lives. If one of your employees is struggling with this disease, you might be tempted to fire him or her. However, this tactic causes problems for both you and your employee. You’ll lose a valuable worker, and your employee will lose the stability and sense of purpose that can help them recover from addiction. Instead of firing this employee, help them remain a productive team member by following these seven tips to support them during addiction treatment.
Discuss Outpatient Treatment
Many people with addictions require inpatient treatment, which means they live at the treatment center, making it difficult to continue working. However, it’s important to note that this isn’t the only option available for addiction treatment. People with milder addictions and strong support systems at home may qualify for outpatient treatment, which allows them to receive necessary care while remaining in their familiar environment. Outpatient treatment means attending a treatment center regularly while living at home, giving the flexibility to schedule treatment sessions around their work schedule, thus maintaining their employment and support system.
Encouraging your employees to ask their doctors if they qualify for outpatient treatment is a vital step in ensuring they receive the help they need without compromising their professional lives. This approach can help maintain a level of normalcy and stability, which is often crucial for recovery. Additionally, consulting with medical professionals to determine if an employee is a candidate for outpatient treatment can assist in alleviating some of the pressures associated with balancing work and recovery, ultimately benefiting both the employee and the employer.
Establish an Employee Assistance Program (EAP)
An EAP is a work-based program designed to help employees cope with addictions and other personal issues that affect their job performance. These programs provide free, confidential resources to employees, including education, assessments, counseling, and referrals to support groups. Implementing an EAP in your workplace can provide a valuable support system for your employees as they navigate the challenges of working while undergoing addiction treatment. These services, often available via phone, email, video chat, or online chat, can be a lifeline for employees in need of assistance.
Most employers operate EAPs through third-party providers, allowing for professional and confidential support that employees can trust. To find a suitable provider, you can search online EAP directories or ask fellow employers for referrals. The establishment of an EAP not only demonstrates your commitment to the well-being of your employees but also fosters a supportive and compassionate workplace environment, making it easier for employees to seek and receive the help they need.
Provide Accommodations
According to the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations for people with disabilities, including those struggling with addiction. Reasonable accommodations refer to changes in a job or work environment that enable employees to perform their essential job functions. These adjustments can be crucial in helping an employee with addiction to manage their treatment and continue working effectively.
Common accommodations for people with addictions include more frequent breaks, special break locations, support animals, and weekly meetings to determine if the accommodations are effective. By implementing these accommodations, employers can create a supportive work environment that helps employees feel more calm and productive as they balance their work responsibilities and addiction treatment. It’s essential for employers to work closely with employees to identify and implement the accommodations that will best support their recovery while maintaining their productivity and engagement at work.
Offer a More Flexible Work Schedule
One of the most significant ways to support employees during addiction treatment is by offering a more flexible work schedule. This flexibility allows employees to attend therapy appointments, support groups, or engage in other activities essential for their well-being and recovery. A more flexible work schedule can decrease stress, which is a primary factor that can lead to relapse for individuals with addictions.
Before an employee embarks on their addiction treatment journey, it’s crucial to have an open conversation about any adjustments they might need to their work schedule. This dialogue ensures that both the employee and the employer are on the same page regarding expectations and requirements. Regular meetings to reassess the effectiveness of the employee’s current schedule can help address any issues that may arise and ensure that both the employee and company goals are being met. By embracing flexibility, employers can foster a more supportive and understanding workplace, aiding in the recovery process.
Promote Self-Care
Because stress is a common cause of relapse, creating a workplace environment that promotes self-care and relaxation is essential. Designating a quiet area in the office for meditation and mindfulness can provide employees with a refuge to manage stress and cravings. Features such as dim lighting, soothing artwork, a comfortable couch, yoga mats, prayer mats, and peaceful music can create a calming atmosphere that supports employee well-being. Employees with addictions can use this space to center themselves and manage difficult emotions effectively.
Encouraging self-care extends beyond creating a quiet space. Remind employees to take full lunch breaks and avoid taking work home on weekends unless it specifically helps them stay focused and away from harmful behaviors. Additionally, promoting healthy lifestyle habits, such as getting at least eight hours of sleep per night, consuming a nutritious diet, and exercising regularly, can further support employees in their recovery process. By fostering an environment where self-care is prioritized, employers can help reduce stress and promote a healthier, more productive workforce.
Minimize Stigma
Drug addiction, like other mental health conditions, often attracts significant stigma. This stigma can manifest in the workplace, leading to employees with addiction being unfairly labeled as lazy or weak, which can increase their stress and risk of relapse. To support your employees during treatment, it’s important to create a stigma-free workplace where employees feel understood and respected rather than judged.
One way to minimize stigma is by holding mandatory meetings that educate staff about addiction as a disease rather than a moral failing. This education can shift perceptions and foster a more supportive workplace culture. Additionally, encouraging the use of person-first, nonjudgmental language, such as “a person with addiction” instead of “addict” or “junkie,” can help change the narrative and promote respect and empathy. By taking these steps, you create an environment where employees feel safe and supported, which is crucial for their recovery and overall productivity.
Discuss Medical Leave
If you have an employee facing the challenge of addiction, your first instinct might be to terminate their employment. However, this approach can create complications for both you and the employee. You risk losing a valuable team member, which can impact your business negatively, while the affected employee could lose the stability, routine, and sense of purpose that are crucial for their recovery process. Rather than resorting to dismissal, consider supporting your employee as they navigate their addiction treatment. By doing so, you not only retain a potentially valuable worker but also contribute to their journey towards recovery. Employing supportive measures can help the employee remain an active, productive part of your team. Explore these seven strategies aimed at assisting employees during addiction treatment, fostering a healthier, more understanding work environment for everyone involved.