Did you know 45% of the UK population has reported experiencing discrimination at work at one point or another in their lives? The most shocking fact about this statistic is that the majority involves people who have had a past addiction. Many people avoid seeking treatment for addiction due to fear of losing their job. Many workplaces have a drugs and alcohol policy that outlines expectations and support for employees facing substance misuse issues. These findings raise a significant question: whether to disclose your addiction at work or not?
In today’s read, we are going to guide you on when it is safe and when it is not to share your addiction at your workplace. We will also brief you on the right way to disclose your situation and what to do if anything goes wrong. But first let’s understand the true essence of disclosure.
What Does Addiction Disclosure Mean?
In simple words, disclosure means making someone aware of a situation, a fact, or anything else. It is more like sharing your personal information or pouring your heart out to someone you trust. However, this disclosure isn’t always about telling everything to everyone willingly or sharing experiences just because you feel like it. Sometimes it may come off more as a requirement.
Especially in professional settings, this disclosure often becomes a tool in identifying whether you deserve a spot with them or not. As a result, you have to be extremely careful about whether to let out a certain thing or just keep it to yourself.
Now, addiction disclosure simply means sharing the struggles of your past or present addictions at your workplace. It can be about telling your trusted colleague, senior manager or even HR. You may discuss the challenges you have been through or the adjustments you still need to make. Disclosure can also relate to issues of substance misuse, not just diagnosed addiction, as workplaces are concerned with any behaviors that may impact safety or performance.
For many people, this disclosure may be for the sake of getting steady support to perform well at the workplace. Nevertheless, not every work environment might be safe. Sometimes this disclosure may cause a person to face extreme discrimination. For this reason, it is extremely crucial to understand when it is safe to share your situation and when to remain quiet. Your employer has a duty of care towards you under the Health and Safety Act 1974, which means they are responsible for ensuring your well-being at work.
Do You Actually Have to Disclose?
No, not really. The disclosure isn’t mandatory unless you have received proper rehab treatment and have healed. But then again, varying firms have varying policies (including company policy on drugs or alcohol) which the employees must adhere to. Your addiction disclosure may be a significant part of your job in cases when:
A Job Requires You to Do So
Many postings have already mentioned in their portfolio to mention whether you have had an addiction in the past and your current condition. It may include the treatments you have had, challenges you faced, and the coping strategies you acquired throughout the whole phase.
Some roles may also be governed by a specific alcohol policy that outlines expectations for disclosure and conduct regarding drug and alcohol use in the workplace.
In such a situation, if you hide your addiction, it may later on come off as a violation of the company’s policy. This will not only tarnish your reputation as a credible employee but will also risk your chances of being appointed at work.
Addiction Might Pose Safety or Performance Risks
If your addiction is still in the healing phase and you’re applying for a posting, then you must inform the employer accordingly. Drug or alcohol misuse can lead to poor performance, such as impaired judgment, decreased productivity, and increased safety risks, which is why employers may need to be informed. This honesty will help them provide you with a safer environment to work in while giving you time to heal.
Know Your Workplace Rights
Uncertainties can happen anywhere, even at the place where you work, especially when you disclose your addiction. In such a situation, you don’t have to panic or get worried. Know your rights as an employee and act accordingly. The Equal Employment Opportunity Commission provides guidance on workplace accommodations for qualified individuals with health conditions, including addiction. Most of the small as well as large-scale firms ensure policies that revolve around:
Employees’ Confidentiality at Work
Every organisation that appoints workers has a straightforward policy for employees’ confidentiality. This law mandates that any information shared by an individual who works in that firm must not be disclosed without consent. Employers, including HR and other managers, strictly follow these rules to maintain their reputation. Additionally, your employer must keep disclosed medical information confidential from coworkers, ensuring your privacy is respected. Federal laws such as the Health Insurance Portability and Accountability Act (HIPAA) provide additional protections, ensuring that health insurance portability provisions and accountability measures safeguard the privacy of your health records.
Addiction as a Medical Condition
Addiction is considered a chronic medical condition. As a result, you get to have the right to have medical leave whenever you’re not feeling okay. Additionally, on the days when your mental health deteriorates, you can also ask for support without the fear of biased treatment. The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid leave for individuals seeking treatment for a substance use disorder (SUD), ensuring they can focus on recovery without fear of losing their job. Your healthcare provider can verify your need for leave when you are receiving treatment for a health problem such as addiction.
Safe and Sound Working Space Importance
Every employee, regardless of their state, is entitled to work in a safe and peaceful environment. Your organisation is responsible for arranging this kind of secure workspace for you. Employers must also ensure that the workplace is free from harmful substances that could endanger employee health and safety. If they fail to do so, you have the right to report it and seek just treatment under employment and labour laws.
When Disclosing Your Addiction May Be the Safe Option
As discussed earlier, there is no need to disclose your addiction at work until and unless it is asked directly. However, there are situations when you must definitely share your experience. It may include instances such as when you require reasonable accommodations under the Americans with Disabilities Act (ADA), such as modified work schedules to attend counseling sessions. These reasonable accommodations may also be necessary for employees dealing with drug and alcohol issues.
When You’re Still Undergoing Addiction Treatment
Recovering from addiction is a long journey, and sometimes the healing process continues for years even when one is completely cured. Ongoing care may include outpatient treatment or inpatient treatment, depending on your individual needs and treatment plan. So, if you are still having aftercare treatments, inform your employer firsthand. This will help them to allot you an appropriate workload or days off when you have medical appointments or therapies.
Addiction May Affect Your Workplace Performance
If you feel that your addiction, whether present or past, may affect your work performance, then discuss it with your employer. Alcohol misuse is a common factor that can impact job performance and may require workplace support. Being honest will let them understand the challenges you may face at your workplace. This transparency can also help in:
● Building employee-employer trust.
● Preventing any misunderstanding between the worker and higher authority.
● Employers providing the right resources to support your recovery.
● Making temporary fixes to your workload.
Your Honesty Is at Risk
Is someone from your circle joining your organisation? Or has a colleague seen you visiting a mental health wellness centre often? In either case, if you haven’t disclosed your addiction at the workplace, these people may intentionally or unintentionally damage your reputation.
To prevent misunderstandings or rumours from rising, disclose your addiction before anyone else speaks for you. By doing so on time, you will not only protect your honesty at work but will also safeguard your credibility. Information about addiction can sometimes follow a former employee to new workplaces, especially during employment background checks, so timely disclosure is important to manage your professional reputation.
When Not to Disclose Your Addiction
Disclosing your addiction at your job may not always be the safest option. Concerns about stigma and negative perceptions of substance abuse often lead individuals to keep their struggles private. Unfortunately, there can be instances when this confession can actually make your condition even worse. This is especially true in situations when:
Work Environment Isn’t Supportive
Yes, toxic working environments do exist and may we never become a part of them. Disclosing your addiction at such workplaces won’t provide you with any kind of support. Instead, it will do more harm than help accelerate the healing process.
Employees as well as employers at these places don’t have the culture of acceptance, understanding and most importantly, support. Disclosure at such spaces may lead to gossip, which may backfire quickly. If you ever land in such a situation, protect privacy and share your information only with the trusted ones if necessary. In these cases, seeking help from support groups outside of work can provide valuable emotional support and aid in your recovery process.
There Are Risks of Bias
Sometimes, sharing your addiction at work can lead you to face unfair discrimination. Managers, colleagues, and even employers may start to see you differently. They may question your ability to work or even treat you as a less capable employee, even if you’re credible. In some workplaces without supportive policies, disclosure could even result in disciplinary action.
If you sense you will land in such trouble by revealing your addiction, then simply don’t disclose anything. Give your best at work, and open up if you feel your well-being is compromised. Even then, avoid oversharing and choose the most trustworthy person to share your story with.
Your Treatment Won’t Affect Your Performance
If you know your past addiction or recovery process won’t interfere with your performance at work, then there is no need to discuss it. Just keep things private and focus more on managing deadlines and other responsibilities. Many individuals are able to schedule their treatment outside of work hours, which helps minimize any impact on their job. After all, there are many out there who tend to keep their struggles separate from their professional life.
How to Disclose Your Addiction the Right Way
No, you can’t just go and announce your addiction at your job and expect everything to be okay. To keep the situation calm, it is crucial to follow a specific protocol. When you’re sure about disclosing your condition, begin with:
6.1. Decide whom to tell
Consider who in your workplace is best suited to handle your disclosure. Your line manager may be an appropriate person to approach, especially if they are trained in handling sensitive disclosures. You might also consider HR or a trusted supervisor.
6.2. Prepare your message
Think about what you want to say and how much detail you wish to share. Focus on your treatment plan and how you intend to manage your responsibilities.
6.3. Know your support options
Employees can also seek confidential support through the company’s employee assistance program, which is designed to help with mental health and personal issues while maintaining privacy. Be aware of any workplace policies or resources that can support you during this time.
Choosing the Right Person for Disclosure
Avoid sharing your situation with every member of your organisation. Sit calmly and ponder who is the most trusted person in your firm who can also offer support. In most cases this individual is the HR of the company or a manager who is also well aware of the confidentiality policies. This step ensures that your information stays private but is managed professionally.
Planning the Conversation
Before you speak, contemplate what you are going to say. A good way is to make a checklist of the things you want to disclose. It can be about your addiction, your treatment plan, what your limitations are now, and whether you need any adjustments to perform well at work. Make sure you keep the conversation focused, but again, avoid oversharing.
Things to Take Care Of
When you’re disclosing your addiction, keep in mind you’re in a professional setup. As a result, try to be as calm as possible and stick to the point. Moreover, ensure the meeting takes place in a private setting so as not to violate your confidentiality.
What if Your Disclosure Isn’t Treated Well?
Workplace ethics can sometimes be unjust and cause you to experience emotional trauma. Often the employers may not accommodate your needs or may just judge you for your addiction. In these situations, all you need to do is: FMLA protects employees from being fired for taking time off to seek treatment for a SUD, as long as they meet eligibility criteria, providing a safety net for those in need of recovery. Federal laws also protect employees from discrimination related to substance use disorders, and employers must follow proper procedures, such as drug tests, in accordance with these laws.
● Stay Calm and Document Everything: Do not panic or react impulsively. Instead, note down every conversation or incident related to your disclosure. Additionally, document dates and quotes exactly as they were said. This information will serve the purpose of evidence later on.
● Reach Out to Higher Authority: Discuss your issue with HR or a senior manager so your concern is resolved formally and wisely.
● Follow Your Company’s Complaint Procedure: Make use of the official complaint channels your company provides.
● Speak to an Employment Lawyer: If you aren’t able to manage the matter yourself, consider getting legal advice to understand the actions you can take.
Final Verdict: So, to Disclose Your Addiction at the Workplace or Not?
Deciding whether to disclose your addiction at work entirely depends on your unique situation. Weigh the benefits and risks carefully, know your rights, and judge your workplace environment first. If you feel safe and supported, disclosure can help you get the assistance you need. If not, protect your privacy, focus on your recovery, and remember your well-being always comes first.
