Addressing addiction at work can be challenging, particularly for employees who are already living with drug or alcohol issues. This expert-led guide offers clear, practical advice on how to discuss, disclose, and manage an existing addiction in the workplace—safely and without stigma. With an estimated 17% of the UK workforce affected by drug or alcohol misuse at some point in their working lives, it's a critical issue that demands greater awareness, compassion, and support.

• What to consider before telling your employer
• How to talk to your employer about your addiction and recovery
• Legal rights and workplace protections
• Understanding Employee Assistance Programs
• Taking the first step towards recovery
• Bibliography
• Related articles

What to consider before telling your employer

Admitting to an addiction can be daunting, especially in a professional environment. You may worry about judgment, job security or stigma. It’s essential to approach this conversation with clarity and purpose. Ask yourself:

• Is my addiction affecting my work?
• Am I putting myself or others at risk?
• Do I need time off or workplace adjustments to begin recovery?

Lester Morse, Director of Rehabs UK, advises: “If there is a good reason to [tell your employer], then you should strongly consider doing that. Most established companies have policy and procedures in place to support staff with substance misuse disorder.”

Before you initiate the conversation, ensure you understand what you want to disclose, what support you need, and what outcome you’re hoping for. Having this clear plan will help you remain focused and confident.

How do I know when an addiction has affected my job performance?

Addiction often creeps into professional life gradually. Here are some common signs:

• Increased absenteeism or lateness
• Declining quality or quantity of work
• Mood swings or erratic behaviour
• Difficulty concentrating or remembering tasks
• Conflicts with colleagues or clients

According to Lester Morse, "Substance abuse disorder can have a massive negative or mild effect on every aspect of your life including work... friends and family members can often see the problem long before the sufferer does themselves."

If you’ve been told by others that your behaviour has changed, or if you feel emotionally, mentally or physically unwell at work, it might be time to seek help.

How to talk to your employer about your addiction and recovery

Tell your manager first

Depending on your organisation's size and structure, your line manager is often the first person to approach. If you're unsure, consult your company handbook or HR policy to identify the appropriate contact. For sensitive discussions, HR or occupational health teams may offer a confidential route.

Be honest and direct

Transparency builds trust. Clearly explain that you are dealing with addiction and that you are seeking help. Avoid blaming others or giving excessive detail. Be calm, composed and focus on the steps you are taking towards recovery.

Lester Morse notes: "In the UK we are protected by employment law. If you have access to your company’s policy or procedures you can check, or if you feel comfortable you may want to talk to whoever is responsible for your company’s HR department."

Request support and adjustments

The Equality Act 2010 may require your employer to make reasonable adjustments, particularly if your addiction is considered a disability. These include;

• Time off for treatment or appointments
• Flexible working hours
• Reduced workload or stressors
• Temporary change of duties

Support preparations for any time away

If rehab or outpatient treatment is needed, discuss how this will be managed. Propose a plan that minimises disruption and supports your return. You might also consider informing trusted colleagues to ease the transition.

Legal rights and workplace protections

Can I get fired for going to rehab?

In the UK, addiction is considered a health condition and is treated under medical confidentiality. As such, seeking medical help for addiction, including entering rehab or addiction treatment, should not be grounds for dismissal.

Employers are legally required to treat addiction as a health issue, not a disciplinary matter, under the Health and Safety at Work Act 1974 and the Equality Act 2010. However, ongoing substance misuse that affects safety or performance may still lead to disciplinary action if untreated.

What’s the difference between substance misuse and addiction?

Substance misuse involves using drugs or alcohol in a way that is harmful or illegal. Addiction, however, is recognised as a medical condition involving dependency.

While addiction may qualify for protection under disability laws, substance misuse that is linked to criminal activity or serious misconduct may result in disciplinary action.

Understanding Employee Assistance Programmes (EAPs)

Many employers offer Employee Assistance Programmes to support staff. EAPs provide confidential access to services such as:

• Counselling
• Medical referrals
• Legal or financial advice
• Crisis support

Check your employee handbook or HR portal to find out what services are available. If your employer doesn’t offer EAPs, external organisations such as Rehabs UK, NHS addiction services, and Turning Point offer expert help.

Taking the first step towards recovery

Recognising that you have a problem is the hardest part. Whether you choose to tell your employer immediately or not, seeking professional support is vital.

Lester Morse advises: “If you're struggling emotionally, mentally or physically to maintain your life, you probably should talk to someone about what’s going on for you.”

Rehabs UK offers expert guidance tailored to your needs. Contact our fully trained Treatment Advisors to explore your options in confidence and take the first step towards recovery.