Recognizing that you need to go to rehab is the most important step to treatment, but it is also the most difficult. You could set and attend a consultation, but how do you do so without being an irresponsible professional? There is work to do and bills to pay.
Struggling to figure it out yourself? Allow this blog to assist you on how to communicate your need for rehab professionally to your boss. Now, you can be professional and responsible for your mental and physical health, and career.
As of writing, a concerning number of professionals have been documented to have a case of addiction in the workplace.
About 60.3 percent of full-time workers had an alcohol use disorder, 24.1 percent suffered from drug addiction, and about 15.6 percent of workers had both. About 22.5 percent of workers with substance abuse disorder take their preferred substances during work hours.
Such statistics are not just numbers. They are proof of a bigger problem: the lack of support for substance use and addiction treatment. And its effects are starting to show at the workplace.
Apart from addiction affecting the other aspects of your life, it could also damage your performance at the workplace in the following ways:
So you’ve decided to enter rehab and take charge of your life. Now that's settled, it's time to prepare to tell your employer. It’s an undeniably daunting task, but there are a few steps you could take to streamline the process.
There are several federal laws and policies that could help you protect your job while you’re at treatment, and it’s crucial to be aware of your rights as an employee. This way, you can reassure yourself, your job security, and your overall safety while in treatment.
Don't forget that you are entitled to the same rights as any other person with a medical condition–including psychological ones like substance use.
The fear for job security is valid, but take some comfort in the fact that according to the Family and Medical Leave Act (FMLA), employers have to treat substance dependence as an illness–not as grounds for dismissal.
Employers are not allowed to fire, refuse to hire, or refuse to promote someone because they are enrolled in a rehabilitation program.
Don’t forget to ensure that you’re eligible for FMLA, too. If not, other laws such as the Americans with Disabilities Act will protect you.
Finally, research your company’s policies on taking medical leave as well. This way, you have a good idea of how to proceed regardless of how your employer takes the news.
You’re going to have to brave yourself to let your employer know about your plans of getting rehab. It is, again, daunting, but this is a conversation that cannot be done via email.
Before setting your employer aside for about half an hour to talk, plan what you’re about to say regarding your conditions and how you plan to bounce back and prepare some documentation about your length of stay.
There’s no harm in doing a play-by-play of how you think the conversation will be like, if it helps you emotionally prepare. Otherwise, keep your preparation practical.
You may want to grab a fitness-for-duty certificate–a document where your healthcare provider states that you can resume work after your leave. You will not be required to provide your medical records for the sake of your privacy, unless your employer asks for it.
Don’t forget that you have to give your employer at least 30 days’ notice before your leave, so time the conversation around this period.
When you finally start speaking to your employer to tell them that you need rehab, you’re probably going to stutter at first. Your tongue will be tied, you will shake a little–you will be nervous and scared. But remember, there is nothing wrong with seeking help. Try your best to be confident and proud about this decision.
Be honest when you talk to your employer, but there is no need to go into the details of your condition if you are uncomfortable with doing so. Gently but decisively let them know that you are seeking help and will be entering rehab.
Inform them that getting treatment won’t affect your role in your job and will help you perform better.
Outline your treatment plan if they ask. After all, you would have already prepared the documents from the previous step.
You’re required to give your employer at least 30 days’ notice before you leave for rehab, so make sure to discuss what to do about your workload until your leave begins.
You may also discuss potential solutions if there need be any work adjustments during your treatment and discuss any communication channels that your employer may reach if needed.
As much as we would all like to hope for the best, that might not always be the case. Your employer may be happy for you, may not express care, or worse, may oppose the idea.
While it's important to be assertive about this decision because it is your life, emotionally prepare yourself for how your employer might react before you officially talk to them about getting into rehab.
Just remember that if they're discriminatory towards you or they tell you that you can’t take a leave despite your eligibility, there are laws to protect you and your job. Know your rights and exercise them.
If you’ve reached this part of the article, it is probably safe to assume you’ve decided to take on the task.
There is no easy way to inform your boss that you need to go to rehab, but it is a step that has to be done.
Always keep in mind that your health and well-being need to go first. You are a human before you are an employee. And besides, you are far more likely to perform your best after getting treatment, and you’ll feel better overall.
If you’re ready to take charge of your life and tell your employer about it, call Freedom Recovery to outline your treatment plans now!
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