What is a Recovery Friendly Workplace?

A Recovery Friendly Workplace is an approach that helps businesses respond to substance use and mental health concerns in a clear, supportive, and consistent way. The Recovery Friendly model began in New Hampshire in 2018 and has since been adopted by employers nationwide. It supports employees in recovery, employees seeking help, and family members affected by substance use, while strengthening safety, retention, and workplace culture.

Why to we need help? Can’t we do this ourselves?

Yes, you can absolutely do this on your own. If that’s your path, the Resources page is a good place to start. Our schedule a no commitment call with me.

That said, lived, hands-on experience is hard to replace. I’ve been a high performer while spiraling, a skeptic, and an employee in recovery. I also helped spark a Recovery Friendly Workplace movement inside Cisco Systems, a company of more than 80,000 employees. I know the landscape, and I know how to create space where people feel safe enough to be honest, because I’ve lived it.

We already have an EAP, why do we need this?

Employee Assistance Programs are a helpful starting point, but many employees don’t use them or don’t feel safe enough to. Recovery Friendly Workplace practices focus on culture, leadership readiness, and reducing stigma so employees actually feel comfortable reaching for the support you already offer. This work helps EAPs get used earlier and more effectively.

We don’t have those problems here.

There are nearly 24 million people in the U.S. living in recovery, and about one in ten adults has a diagnosable Substance Use Disorder. Two-thirds of American households are affected by substance use through an employee or a family member. Recovery Friendly Workplace practices help normalize conversations, connect people to support earlier, and create an environment where employees in recovery can succeed. That strengthens retention, engagement, and overall workplace health.

Won’t people just bring their personal problems to work?

Personal challenges like substance use and mental health concerns already impact the workplace. Recovery Friendly practices don’t invite problems in. They give leaders practical ways to address issues earlier and more effectively, which reduces absenteeism, turnover, burnout, and safety risks.

Can I learn more without committing to anything?

Yes. The Resources page includes articles, tools, and information you can explore on your own. If you’d like to talk, a consultation call is simply a conversation. There’s no obligation or pressure to move forward.

Do you have something I can download?

Yes. You can download our flyer to get a high-level overview of Recovery Friendly Workplace work and how organizations typically get started.

Even better, take our 3-minute quiz: “How Recovery Friendly is your workplace?” You’ll get a custom read-out with actions you can do today.

Does this apply to construction and safety sensitive workplaces?

Yes. In many ways, construction and other safety sensitive environments benefit the most from Recovery Friendly practices. The focus is on early identification, clear manager response, and reducing risk before safety incidents occur. This work supports accountability, fitness for duty, and safer job sites while still treating people with respect and consistency.

Are managers expected to act as counselors or clinicians?

No. Managers are not asked to diagnose, counsel, or provide treatment. Recovery Friendly Workplace training helps managers recognize concerning behaviors, have appropriate conversations, and connect employees to established resources using clear boundaries. The goal is confidence and consistency, not clinical intervention.

How is this different from general mental health training?

General mental health training often focuses on awareness. Recovery Friendly Workplace work focuses on action. It equips leaders with specific guidance on what to say, what not to say, when to escalate, and how to align policies with real situations involving substance use, recovery, and mental health. It is practical, role appropriate, and designed for real world workplace decisions.