Returning to work in recovery from addictions or a mental health condition is a significant and courageous step. It involves careful planning, self-awareness, and building a support network. While filled with hope, it is also a time of anxiety, as many very real challenges lie ahead. Understanding what some of these are likely to be is the first step.
Recovery from a substance use disorder (SUD) is more than a complete or progressive move away from substance use and the associated harms. It involves accumulating positive benefits obtained by developing or rebuilding a healthy, productive, and meaningful life [1]. But let’s look at the data which is very revealing.
What the Data Says About Addictions and Recovery in the Workplace
Let’s see what the data shows us about the scope of the issue. In terms of addictions alone (not including mental health conditions), research illustrates the vast scope of the societal challenge. Consider these facts [2]:
- Among employed adults, 8.7% (about 13.6 million workers) have current alcohol or illicit drug use disorders. That’s equal to the state of Pennsylvania. This represents nearly 9% of all employed adults.
- As of 2018, 70.4% of all adults with an alcohol or illicit drug use disorder are employed. That’s also equal to the state of Pennsylvania.
- 1.2% (about 1.9 million workers) receive some type of treatment annually for a substance use disorder (SUD).
- 8.5% (about 13.3 million workers) report that they are in recovery or have recovered from a past or present substance use problem.
So SUDs affect a relatively small proportion, yet a significant number of individuals in the workforce. And growing evidence supports that recovery from a SUD is achievable and benefits workplaces and society.
The Challenges of Returning to Work After Recovery
SUD recovery is a complex and dynamic process that takes time and involves many life changes that can differ among individuals. Similarly for those with mental health conditions. And there is no one path to recovery. Research suggests that recovery from SUDs is sustainable and empowering and needs to be voluntary and self-directed [2].
Internal Personal Challenges of Returning to Work
There are many personal challenges to manage, including:
- Fear of Stigma and Judgment: The number one worry is that colleagues and managers will treat you differently. They may see you as weak, fragile, or unreliable. And the fear of gossip can be paralyzing.
- Self-doubt and Loss of Confidence: Your self-belief can be shaken with an SUD or mental health condition, leading you to question if you can still handle the pressure.
- Performance Anxiety and Fear of Relapse: Performance pressure can trigger anxiety, as fear of relapse is often constant.
- Guilt and Shame: These feelings can arise from absence from work due to a SUD, or having a mental health condition.
- Managing boundaries: Trying to not work overtime, constantly checking email after hours, or saying no to extra projects, is also a stressor.
External and Workplace Challenges
The workplace brings many challenges, including:
- The “Return to Work” Conversation: It can also be very challenging deciding what to tell HR and your manager. It’s a fine line when asking for accommodations without appearing like you’re asking for special treatment.
- Workload and Reintegrating to Work: Having a full task list and the same workload you left, or being given “make-work” assignments because your manager is afraid to give you real tasks may be stressful.
- Workplace Culture and Triggers: Returning to the same environment that may have contributed to your stress in the first place can be very challenging.
How to Know If You’re Ready to Go Back to Work
Making the decision to return to work is a critical step and requires considering a number of factors. Often, this process is developed with a case manager who understands your situation.
Internal Readiness to Return to Work
- You have a solid foundation for recovery: Actively engaged in ongoing treatment (e.g., therapy, psychiatry, support groups) and not viewing work as a replacement for that care.
- You can manage stress in healthy ways: You have 3 to 5 healthy coping skills you can use.
- You have developed self-awareness and boundaries: You are aware of your triggers, dangers for relapse, and can set boundaries for yourself and others.
- You are motivated by health, not fear or guilt. You have clear goals for returning to work, not negative motivations.
External Readiness to Return to Work
- You have a strong support system: You have people you can be completely honest with about returning to work.
- You have a specific wellness plan: It includes clarity about your schedule, wellness breaks, and accommodations such as remote work.
- You have a financial plan: Be prepared to accommodate changes due to disability benefits, income, etc.
- You’ve considered the work environment: Will you be exposed to triggers? Does management support work-life balance?
Steps to Prepare for Returning to Work During Recovery
Consider the following:
- Prepare to discuss your return plan with your employer.
- Clarify confidentiality of your personal data.
- Become familiar with your legal rights and obligations.
- Know potential obstacles to a successful return.
- Identify possible triggers and strategies to deal with them.
- Consider a gradual transition back to work.
- Practice your coping skills.
- Refine your return to work plan.
Coping Strategies for Stress and Triggers in the Workplace
There are triggers and situations which can spark a stress response at work. And there are many strategies you can use to eliminate at least some stress. Work to create a toolkit so when stress or triggers arise, you have multiple options to choose from. Some strategies include:
Preventing Stress Before It Starts
- Begin your day centered, with meditation or mindfulness activities, not a barrage of email or social media.
- Plan and prioritize with a to-do list. Work on the most difficult things first to get them behind you.
- Schedule micro-breaks regularly to release tension and take stock.
- Curate your environment. Select who you associate with to avoid triggers. Manage sensory overload.
- Hydrate and nourish to keep your blood sugar levels up.
Managing Stress When It Happens
- Use various breathing techniques such as 4-7-8 with varied inhaling and exhaling.
- Use grounding techniques such as 5-4-3-2-1.
- Movement: In the break room or washroom, do some stretches or neck rolls.
Reactive Strategies
- Debrief with a sponsor, a supportive friend, or your therapist.
- Write in your journal to express what happened and how you feel.
- Disconnect at lunch, don’t work through it.
- Attend a support meeting mid-day or after work to process what happened.
- Avoid self-criticism. Practice self-compassion.
The Role of Employers and Coworkers in Supporting Recovery
Untreated SUDs have an enormous cost to employers and society as a whole. The Centers for Disease Control and Prevention estimated that in 2017 the economic burden of the overdose epidemic was upwards of $1.02 trillion [3].
But there is hope. In 2021, 26.9 million Americans aged 18 or older with a substance use disorder were employed, nearly the population of Texas [4]. Research has found that an employee in recovery from substance use disorder saves their employer an average of $3,200 annually, including costs saved in healthcare and fewer missed work days.
Workplace supported recovery, especially for those with SUDs, is a major multilevel government initiative to encourage employers to put in place programs and support for those in recovery who are returning to work.
Often these involve expanding coverage under Employee Assistance Programs (EAP) for mental health and stress burnout prevention and substance use, as well as Workplace Supported Recovery (WSR) programs [5]. Return-to-Work agreements are an important accountability tool which are agreed to before an employee returns to work [6].
Such programs include:
- Policies and practices that expand employment opportunities for people in or seeking recovery
- Information for employees in recovery regarding their rights to reasonable accommodations and other protection
- Strategies to reduce the risk of substance use disorder, including through education and preventing injury in the workplace
- Facilitation of help-seeking among employees with substance use disorder;
- Ensuring access to services such as treatment, recovery support, and mutual aid
The Americans with Disabilities Act (ADA) provides protections for people with substance use disorder, however, many of the same protections do not extend to people who currently use illegal drugs. Lobbying efforts are trying to expand the ADA to include this coverage, as well as other aspects of the ADA.
Coworkers play an important but often informal role in recovery. They can create psychological safety by taking a stigma-free attitude of respect and empathy. Offering a listening ear without judgment or including a colleague with a SUD in sober social activities—can be powerful. A supportive network helps reduce isolation, which is a major trigger.
Thriving Long-Term: Balancing Work and Mental Health
Work and mental health are interconnected, not competing, priorities. Sustainable success depends on establishing firm boundaries, prioritizing self-care without guilt, and recognizing early warning signs of stress.
By openly communicating needs, using workplace resources, and consistently practicing healthy coping mechanisms, a well-managed work life reduces stress, while strong mental health fuels focus, creativity, and resilience. The goal is to build a workplace environment where both can flourish, creating a foundation for sustained well-being and professional fulfillment.
How Corner Canyon Health Centers in Utah Can Help
Treatment for mental health conditions and trauma is available in Utah. Are you or a loved one looking for a compassionate space to heal from anxiety, trauma, PTSD, CPTSD, other mental health conditions, or addictions? Our licensed trauma-informed professional therapists and counselors at Corner Canyon Health Centers can provide compassionate help using a range of therapeutic and holistic techniques.
Reach out to our Admissions team now at Corner Canyon. We’re in a peaceful setting bordered by the beautiful Wasatch Mountains.
Sources.
[1] Frone, M. et al (2022). Workplace Supported Recovery from Substance Use Disorders: Defining the Construct, Developing a Model, and Proposing an Agenda for Future Research. Occupational health science, 6(4), 475–511
[2] Frone M. 2022. Workplace Supported Recovery: New NIOSH Research Addresses an Evolving Crisis. CDC NIOSH Science Blog.
[3] Florence C. et al. The Economic Burden of Opioid Use Disorder and Fatal Opioid Overdose in the United States, 2017. Drug Alcohol Depend. 2021 January 01; 218.
[4] Thompson C. nd. Recovery-Ready: Expanding Recovery Support in the Workplace. Johns Hopkins Bloomberg School of Public Health.
[5] CDC NIOSH. 2022. Workplace Supported Recovery. Substance Use and Work.
[6] Schooley S. 2025. How to Support Employees With a Return-to-Work Agreement After Rehab. Business.com
