Protect Your Job While Seeking Treatment for Alcoholism in the Workplace

Alcoholism in the workplace presents significant challenges to both employees and employers, and has a profound impact on the ability of people to work up to their potential. As the U.S. Office of Personnel Management notes, “Numerous studies and reports have been issued on the workplace costs of alcoholism and alcohol abuse [reporting] costs that range from $33 billion to $68 billion per year.” Alcoholics have absentee rates 4-8 times higher than the general population, are more likely to be involved in accidents and on-the-job injuries, may have poor decision-making skills, and are at higher risk for making mistakes, generating real financial costs for employers and compromising their own professional reputation, employment, and even their well-being. And alcohol does not need to be consumed during work hours in order to impact workplace performance; hangovers, prioritizing drinking over work, personality changes over the course of addiction, and deteriorating self-care can all impact professional performance, despite a lack of direct intoxication.

But alcoholism doesn’t just impact the workplace; the workplace also impacts alcoholism. The stress of high-pressure environments may influence drinking behavior, and in certain workplace cultures, drinking becomes a social norm. More disturbingly, the workplace is often perceived as a barrier to recovery, as disclosure and time off for treatment are assumed to compromise employment.

Although many people who struggle with alcoholism are reluctant to disclose their addiction to an employer and may go to great lengths to hide their drinking for fear of being reprimanded or fired, workplaces are increasingly becoming aware of the need to provide support and guidance for employees suffering from alcohol addiction as part of human resource conservation efforts. As such, many workplaces now offer programs that may include “health promotion, education, and referral to alcohol addiction treatment when needed.” The thinking is that prevention and early intervention will prevent the development of deepening addiction, potentially preserving employee health and, in turn, preventing a loss of talent and productivity. This model has gained tremendous ground over the past 25 years and most employers in the U.S. now offer Employee Assistance Programs (EAPs), “which potentially may provide services to help eliminate drinking in the workplace.”

EAPs have distinctive features that set them apart from prevention strategies used in other settings. Their goal is to prevent loss of employment and to assure that employed people continue their careers and productivity without interruption. EAPs can thus prevent both employer and the employee from suffering the costly consequences of the employee’s job loss.

EAP engagement can be initiated by self-referral, informal referral, or formal referral. The EAP process is confidential, allowing you to freely disclose your struggle with addiction to a third party without fear of professional consequences. The EAP may refer you for diagnostics to confirm your addiction as well as relevant treatment, and can help you identify the need for any special accommodations that will facilitate your recovery.

For many, residential addiction treatment is the best option for establishing sobriety and engaging in an immersive, multidimensional healing experience. Despite this knowledge, you may be reluctant to take time off work to commit to such a program, for fear of job loss or demotion. These are common concerns for people struggling with alcohol addiction, but they are largely unfounded; alcohol addiction is recognized as a chronic health condition that is covered by two key pieces of federal legislation that offer you vital labor protections:

• The Americans with Disabilities Act (ADA): The ADA requires employers to provide reasonable accommodation for employees with disabilities. This includes allowing employees struggling with alcohol addiction to take time off or modify your schedule to seek addiction treatment while protecting your employment during your absence. This protection begins as soon as you inform your Human Resources representative that you need treatment, and you are guaranteed the same or a comparable position at the company upon your return with no impact on pay.

• The Family Medical Leave Act (FMLA): FMLA offers up to 12 weeks of unpaid leave during which time your job is protected. There are certain stipulations to FMLA eligibility; talk to your EAP or Human Resources representative to find out if you qualify.

While the ADA and FMLA can offer you important protections, they can only protect you if you tell HR about your health condition. Furthermore, they do not protect you from disciplinary action or dismissal as on performance or conduct-related grounds. Hence, it is essential to disclose and seek treatment before your alcoholism begins to interfere with your work. While transparency can feel counterintuitive after keeping your alcoholism hidden for so long, it can only help you when it comes to protecting yourself professionally while getting the help you need.