How to Talk to HR About Your Addiction Recovery
If you’re thinking about getting addiction treatment or already in recovery, you’re probably juggling a lot—emotions, logistics, maybe even fear about how this might impact your job. One of the most common questions we hear at Ocean Ridge Recovery is: “How do I talk to HR about my recovery?”
Whether you’re managing drug addiction, alcohol misuse, or a co-occurring mental health issue, speaking with your HR department can feel intimidating. But the truth is, you have more support, rights, and options than you might think.
Let’s break down how to approach the conversation, step by step.
Step 1: Know Your Why
You don’t have to tell human resources everything. But if you need time off for treatment, realistic expectations for your schedule, or protection under the Family and Medical Leave Act (FMLA), you’ll need to loop them in.
Whether you’re entering inpatient rehab, joining outpatient treatment programs, or attending individual therapy, being honest (in a calm, professional way) can open doors for accommodations—not judgment.
Step 2: Choose the Right Time and Setting
Timing matters. Schedule a private meeting when you feel steady, not in the middle of a crisis or a tough day with a bad manager.
Before the meeting, jot down your thoughts. What do you need from your employer—time off, schedule adjustments, or confidentiality? Keeping a calm demeanor helps you stay grounded.
Step 3: Focus on Solutions, Not Shame
You’re not just bringing a problem—you’re actively pursuing a solution. Frame the conversation around your recovery, your commitment to your job, and how this is a step toward being your best self at work and in life.
You can say something like:
“I’m in recovery from substance use and working through a formal treatment program. I want to be transparent because I take my responsibilities here seriously and want to manage this with professionalism and care.”
This shows accountability, strength, and awareness.
Step 4: Understand Your Rights
California employees (and those in other states) have protection under laws that prevent workplace discrimination related to addiction and mental health. Your employer may be required to provide reasonable accommodations, protect your confidentiality, and support your use of approved leave policies.
If you test positive due to a prescribed treatment or experience a relapse, HR may help you explore options—rather than punish you.
Step 5: Talk About Next Steps
Ask for guidance on the process—how leave works, what documentation you need, and what to expect when you return. A great HR manager should walk you through it without judgment.
If you’ve had issues with your boss, a bad manager, or negative co-workers, HR can also help with employee relations and setting appropriate boundaries.
Step 6: Remember You’re Not Alone
Many people at every level—entry-level staff, managers, even executives—have walked this road. Your situation is not unusual, and a solid HR team should know how to respond with professionalism, discretion, and compassion.
Whether you’ve been in recovery for six months, just started, or are considering it, you have every right to ask for support. Talking about drug abuse or alcohol misuse may not be easy, but it is brave—and it might be the most important conversation you ever have in your workplace.
How Ocean Ridge Can Help
At Ocean Ridge Recovery in Orange County, CA, we offer treatment programs for drug and alcohol addiction, relapse prevention, and co-occurring mental health concerns. We can also support you in navigating conversations with HR, your boss, or management, so you can protect both your recovery and your position. Reach out to us today and we’ll walk you through the entire process.
Start Your Journey By Getting Help Today
Our medical, clinical, and counseling staffs on site are available 24/7.
FAQs About Talking to Human Resources About Your Addiction and Recovery
How can I develop skills to feel more confident talking to HR?
If you’re nervous, that’s totally normal. Practicing what you want to say and writing down key points ahead of time can help you develop skills for self-advocacy, which are useful not only in recovery but in life and work too.
What if my manager’s behavior is part of the reason I need support?
If your manager’s behavior is contributing to stress, anxiety, or triggers, it’s okay to bring that up to HR—especially if it’s affecting your mental health or preventing relapse. HR can help mediate or recommend next steps under company policies.
Will HR judge my work ethic if I ask for help?
Needing support doesn’t mean your work ethic is weak. In fact, showing up, being honest, and staying committed to preventing relapse shows incredible strength and responsibility—traits every employer should value.
How do I stay calm if I’m anxious about opening up?
Take a deep breath. You can stay calm by reminding yourself that you’re doing something positive for your health. Having someone like a therapist, recovery coach, or trusted friend help you plan can also make the process easier.
Why is it important to be honest with HR?
The importance of honesty lies in making sure you’re protected. When you’re transparent with HR, they can help create the best environment to support your recovery while honoring your rights as an employee and person.
What if I’m facing personal challenges outside of work too?
HR doesn’t need every detail, but acknowledging that you’re navigating challenges and seeking treatment shows maturity. They may even be able to connect you with additional resources or support programs.
What strategies can help when I return to work after treatment?
Set clear boundaries, stick to a daily routine, check in regularly with a sponsor or support system, and communicate with HR about how they can assist. Having strategies in place can help you protect your progress while continuing to develop skills in the workplace.
What if I feel like HR or management is too involved in my recovery?
While HR should support you, excessive involvement can cross a line. If you feel uncomfortable, you can ask to keep communication focused on work-related logistics or request outside support, like an employee assistance program.
Will I still get paid if I take time off for treatment?
Pay during leave depends on your company’s policies and whether you’re using PTO, sick time, or leave under the FMLA. HR can explain what’s available to you, and you may also qualify for short-term disability in some cases.
How is addiction recovery as important as treating something like heart disease?
Recovery isn’t just about stopping drug or alcohol use—it’s about healing your body and mind. Like heart disease, addiction is a legitimate medical condition, and it deserves the same level of care and compassion.
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