Every September, National Recovery Month raises awareness about substance use disorders (SUD) and the importance of behavioral health services. Employers have a unique role in supporting their employees’ recovery journey, from providing access to mental health resources to fostering a culture of empathy and inclusivity. This month serves as a reminder that recovery is possible and essential to the overall well-being of individuals and workplaces alike.
Substance use disorder (SUD), including opioid use disorder and other forms of addiction, is recognized as a medical condition under the Americans with Disabilities Act (ADA). Employers are required to provide reasonable accommodations to employees dealing with these health conditions. Substance use disorders often co-occur with mental health challenges, making it vital for companies to integrate addiction recovery and mental health accommodations into their overall employee wellness strategies.
The Substance Abuse and Mental Health Services Administration (SAMHSA) leads the charge in promoting evidence-based treatment and recovery resources during National Recovery Month. Employers can leverage SAMHSA's toolkits and recovery support services to help employees navigate their recovery journey while maintaining their jobs. Additionally, employers can access public health resources, like naloxone, to support harm reduction efforts for employees struggling with opioid addiction.
Employees with SUDs may need specific accommodations to succeed in the workplace while focusing on their recovery. Here are some of the most requested accommodations:
Want to learn more about EAP? Read more.
Employers should also ensure their policies reflect compassion and understanding for those struggling with addiction. Whether through peer support groups or addiction recovery resources, offering recovery support helps create a culture that encourages employees to seek help when needed.
Creating a recovery-friendly workplace requires more than accommodations—it’s about fostering an inclusive environment. Here's how you can support employees during National Recovery Month and beyond:
Family members and loved ones significantly influence an individual’s recovery journey. Employers can recognize this by offering resources that help employees manage both their personal and professional lives, such as family leave policies or referrals to addiction treatment programs for loved ones. Additionally, promoting resources like SAMHSA’s Recovery Month Toolkit and evidence-based treatment guides can support employees' efforts to help family members in need.
Technology is another tool in fostering a recovery-friendly workplace. Mobile apps focused on mental health and recovery, such as those providing mindfulness training or direct access to addiction recovery resources, can be introduced to employees. Additionally, employers can utilize gov websites to inform employees about public health resources, such as naloxone access, harm reduction services, and other addiction-related healthcare services.
As National Recovery Month continues to evolve with the recovery community and addiction treatment landscape, employers should:
By doing so, employers create workplaces that support recovery not just during National Recovery Month but year-round, helping employees maintain their well-being while contributing positively to the organization.
While National Recovery Month serves as an essential reminder of the challenges posed by substance use disorders, employers should aim to make recovery support an ongoing priority. Whether through accommodations, employee advocacy, or access to recovery resources, companies can play a pivotal role in their employees’ recovery journeys. By embracing a recovery-friendly culture, you support the individual and the larger behavioral health ecosystem, ensuring that recovery is possible for all who need it.
If you or a loved one are in urgent need due to substance abuse, seek professional guidance immediately by visiting the Substance Abuse and Mental Health Services Administration (SAMHSA) at www.samhsa.gov or calling their 24/7 National Helpline at 1-800-662-HELP (4357) to access care and support for recovery.
Disclo is a HIPAA-compliant platform built to request, track, and manage workplace accommodations—including those related to addiction recovery. By automating the accommodation process and ensuring compliance with ADA and other employment laws, Disclo helps companies support employees in recovery while maintaining a productive and inclusive workplace. Learn more at disclo.com/demo.
National Recovery Month is an opportunity for employers to support employees dealing with substance use disorders and mental health challenges. By fostering a recovery-friendly workplace through inclusive policies, accommodations, and resources, employers can contribute to the well-being of their teams while promoting long-term recovery.
Every September, National Recovery Month raises awareness about substance use disorders (SUD) and the importance of behavioral health services. Employers have a unique role in supporting their employees’ recovery journey, from providing access to mental health resources to fostering a culture of empathy and inclusivity. This month serves as a reminder that recovery is possible and essential to the overall well-being of individuals and workplaces alike.
Substance use disorder (SUD), including opioid use disorder and other forms of addiction, is recognized as a medical condition under the Americans with Disabilities Act (ADA). Employers are required to provide reasonable accommodations to employees dealing with these health conditions. Substance use disorders often co-occur with mental health challenges, making it vital for companies to integrate addiction recovery and mental health accommodations into their overall employee wellness strategies.
The Substance Abuse and Mental Health Services Administration (SAMHSA) leads the charge in promoting evidence-based treatment and recovery resources during National Recovery Month. Employers can leverage SAMHSA's toolkits and recovery support services to help employees navigate their recovery journey while maintaining their jobs. Additionally, employers can access public health resources, like naloxone, to support harm reduction efforts for employees struggling with opioid addiction.
Employees with SUDs may need specific accommodations to succeed in the workplace while focusing on their recovery. Here are some of the most requested accommodations:
Want to learn more about EAP? Read more.
Employers should also ensure their policies reflect compassion and understanding for those struggling with addiction. Whether through peer support groups or addiction recovery resources, offering recovery support helps create a culture that encourages employees to seek help when needed.
Creating a recovery-friendly workplace requires more than accommodations—it’s about fostering an inclusive environment. Here's how you can support employees during National Recovery Month and beyond:
Family members and loved ones significantly influence an individual’s recovery journey. Employers can recognize this by offering resources that help employees manage both their personal and professional lives, such as family leave policies or referrals to addiction treatment programs for loved ones. Additionally, promoting resources like SAMHSA’s Recovery Month Toolkit and evidence-based treatment guides can support employees' efforts to help family members in need.
Technology is another tool in fostering a recovery-friendly workplace. Mobile apps focused on mental health and recovery, such as those providing mindfulness training or direct access to addiction recovery resources, can be introduced to employees. Additionally, employers can utilize gov websites to inform employees about public health resources, such as naloxone access, harm reduction services, and other addiction-related healthcare services.
As National Recovery Month continues to evolve with the recovery community and addiction treatment landscape, employers should:
By doing so, employers create workplaces that support recovery not just during National Recovery Month but year-round, helping employees maintain their well-being while contributing positively to the organization.
While National Recovery Month serves as an essential reminder of the challenges posed by substance use disorders, employers should aim to make recovery support an ongoing priority. Whether through accommodations, employee advocacy, or access to recovery resources, companies can play a pivotal role in their employees’ recovery journeys. By embracing a recovery-friendly culture, you support the individual and the larger behavioral health ecosystem, ensuring that recovery is possible for all who need it.
If you or a loved one are in urgent need due to substance abuse, seek professional guidance immediately by visiting the Substance Abuse and Mental Health Services Administration (SAMHSA) at www.samhsa.gov or calling their 24/7 National Helpline at 1-800-662-HELP (4357) to access care and support for recovery.
Disclo is a HIPAA-compliant platform built to request, track, and manage workplace accommodations—including those related to addiction recovery. By automating the accommodation process and ensuring compliance with ADA and other employment laws, Disclo helps companies support employees in recovery while maintaining a productive and inclusive workplace. Learn more at disclo.com/demo.
Every September, National Recovery Month raises awareness about substance use disorders (SUD) and the importance of behavioral health services. Employers have a unique role in supporting their employees’ recovery journey, from providing access to mental health resources to fostering a culture of empathy and inclusivity. This month serves as a reminder that recovery is possible and essential to the overall well-being of individuals and workplaces alike.
Substance use disorder (SUD), including opioid use disorder and other forms of addiction, is recognized as a medical condition under the Americans with Disabilities Act (ADA). Employers are required to provide reasonable accommodations to employees dealing with these health conditions. Substance use disorders often co-occur with mental health challenges, making it vital for companies to integrate addiction recovery and mental health accommodations into their overall employee wellness strategies.
The Substance Abuse and Mental Health Services Administration (SAMHSA) leads the charge in promoting evidence-based treatment and recovery resources during National Recovery Month. Employers can leverage SAMHSA's toolkits and recovery support services to help employees navigate their recovery journey while maintaining their jobs. Additionally, employers can access public health resources, like naloxone, to support harm reduction efforts for employees struggling with opioid addiction.
Employees with SUDs may need specific accommodations to succeed in the workplace while focusing on their recovery. Here are some of the most requested accommodations:
Want to learn more about EAP? Read more.
Employers should also ensure their policies reflect compassion and understanding for those struggling with addiction. Whether through peer support groups or addiction recovery resources, offering recovery support helps create a culture that encourages employees to seek help when needed.
Creating a recovery-friendly workplace requires more than accommodations—it’s about fostering an inclusive environment. Here's how you can support employees during National Recovery Month and beyond:
Family members and loved ones significantly influence an individual’s recovery journey. Employers can recognize this by offering resources that help employees manage both their personal and professional lives, such as family leave policies or referrals to addiction treatment programs for loved ones. Additionally, promoting resources like SAMHSA’s Recovery Month Toolkit and evidence-based treatment guides can support employees' efforts to help family members in need.
Technology is another tool in fostering a recovery-friendly workplace. Mobile apps focused on mental health and recovery, such as those providing mindfulness training or direct access to addiction recovery resources, can be introduced to employees. Additionally, employers can utilize gov websites to inform employees about public health resources, such as naloxone access, harm reduction services, and other addiction-related healthcare services.
As National Recovery Month continues to evolve with the recovery community and addiction treatment landscape, employers should:
By doing so, employers create workplaces that support recovery not just during National Recovery Month but year-round, helping employees maintain their well-being while contributing positively to the organization.
While National Recovery Month serves as an essential reminder of the challenges posed by substance use disorders, employers should aim to make recovery support an ongoing priority. Whether through accommodations, employee advocacy, or access to recovery resources, companies can play a pivotal role in their employees’ recovery journeys. By embracing a recovery-friendly culture, you support the individual and the larger behavioral health ecosystem, ensuring that recovery is possible for all who need it.
If you or a loved one are in urgent need due to substance abuse, seek professional guidance immediately by visiting the Substance Abuse and Mental Health Services Administration (SAMHSA) at www.samhsa.gov or calling their 24/7 National Helpline at 1-800-662-HELP (4357) to access care and support for recovery.
Disclo is a HIPAA-compliant platform built to request, track, and manage workplace accommodations—including those related to addiction recovery. By automating the accommodation process and ensuring compliance with ADA and other employment laws, Disclo helps companies support employees in recovery while maintaining a productive and inclusive workplace. Learn more at disclo.com/demo.
