Notifying your employer that you are going to rehab can be a complex and challenging experience. Many alcoholics fear sharing their addiction with employers. They worry about losing their jobs and the financial stability that comes with it.
Shame and guilt are common in alcoholics. Aside from this, many people debate telling their manager and coworkers to avoid stigma and vulnerability. This is a frequent issue among employees seeking addiction treatment. However, their rights are protected by laws that ensure the confidentiality of their medical issues.
In this article, we explain how to notify your employer about your plans to go to rehab. Respect and timely conversation are crucial for preserving your business relationship. We will show you the steps to address this topic with your boss.
Know Your Legal Rights and Company Policies
Considering taking a medical leave to enter addiction treatment is a great first step. The correct way to go about it is to first learn about your rights. Several federal and state laws protect the patients’ desire to seek and receive help for their alcoholism and get proper rehab under the specific laws.
You should also check the company policies on medical leave as an employee. This includes the duration of your absence due to treatment and other accommodations.
The Family and Medical Leave Act (FMLA) acknowledges your rights in case you go to rehab. It includes the following:
- Employees who have worked with the company for at least 12 months are entitled to 12 weeks of unpaid medical leave. This applies to treating serious health conditions, including alcohol addiction.
- This leave is applied solely to treatment purposes, not absences caused by active substance use.
- Your employer is legally obligated to provide you with the same health benefits as if you were actively working.
- Your job position is protected during your absence; another employee won’t replace you due to your leave.
The Americans with Disabilities Act (ADA) is another act that protects your rights when seeking medical leave. It protects you from discrimination in the workplace due to your addiction issues and subsequent recovery.
Employers must respect the confidentiality of your condition and any other need for accommodations. This includes additional time off for re-entering rehab if your medical provider suggests so.
Finally, the Health Insurance Portability and Accountability Act (HIPAA) guarantees discretion in sharing personal medical information. No one, not even your employer, can learn or share your medical data unless you disclose it.
Talk to Employer About Rehab
The next step is to be honest and straightforward with your employer about going to rehab. This requires courage and flexibility on both sides, but it is essential to protect your working relationship.
Communicate the reason for your time off and the duration of your leave as your doctor recommends. Reassure your employer about your commitment to recovery and your need for privacy. Emphasize that your health and well-being are a number one priority.
Together, you can arrange workload management and options for temporarily covering your work obligations while you are away.
If you can, provide an estimated time of return. Your doctor recommends another rehab treatment or an extension of a current one. If this happens, give your employer timely notice about your re-entry plan and supporting medical documentation.
In addition, discuss the benefits of focusing on recovery for your future job performance. Approach the conversation with transparency and open communication, focusing on understanding and compassion.
Sample Scripts and Messages
Here are some common scenarios for speaking to your employer about entering rehab:
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- Direct and honest: “Thank you for taking the time to meet with me. I wanted to discuss something personal and vital. Recently, I have recognized that I need to address substance abuse issues I’ve been struggling with. I spoke to my doctor, and they recommended that I enter rehabilitation treatment. I understand that this requires some adjustments for the company regarding delegating my workload, which I am happy to assist with”.
- Health and performance-focused: “I have recently decided to address the substance abuse issues and subsequent self-sabotage I’ve been dealing with. My doctor recommended beginning a treatment program in a rehabilitation facility. I am focused primarily on my recovery and well-being, which will help me deliver better results at work upon my return”.
- Legally compliant: “In talks with my doctor, I have decided to seek medical assistance for substance abuse issues I have been facing. I am aware of my rights under the FMLA and would like to request medical leave while I deal with my illness”.
- Company-centered: “I have researched the employee assistance programs the company offers for people struggling with substance abuse issues. I wish to take a temporary medical leave while I enter rehab and receive counseling, as our EAP guarantees”.
- Confidentiality-based: “I have been struggling with substance abuse issues, which I would like to stay between us. I am committed to seeking treatment for it while staying responsible and considerate towards my job obligations in the best way this process will allow me”.
Choose the Right Time and Place
You must find the right time and place for addressing your addiction issue with your boss. This provides a great foundation for a productive and honest conversation.
When preparing for this discussion, maintain a professional and straightforward approach. Remember that your employer has a busy schedule. So, get your point across with a clear message.
Choose a discreet place, such as their office, to avoid distractions or interruptions. This helps maintain trust and privacy while respecting the severity of the situation.
Be open to discussion. Expecting your employer to be supportive and empathetic with your issues is normal. However, you should also return the sentiment. Be understanding and cooperative in how your boss delegates the responsibilities while you are away.
Highlight the Importance of the Treatment
Entering addiction rehabilitation treatment is helpful not just for your well-being but also for your company. Show your willingness to address and work on your issues. This proves that you are committed to bettering yourself, your health, and your job performance.
If you are willing, discuss the benefits of a PHP or an IOP you are recommended to enter. This includes details on how long the program is expected to last. Also, address what it will achieve regarding your mental and physical health and stability.
Ensure Confidentiality of Conversations
While confidentiality should be a given, it wouldn’t hurt to remind your boss. Emphasize that you do not wish your colleagues to know about your decision to seek treatment.
If necessary, remind them of your rights under FMLA or seek support from the HR or EAP program your company provides.
What to Expect After Telling Your Employer About Rehab
Your employer’s response can be divided into the following scenarios:
- Supportive: They respond with empathy and understanding. They encourage you to focus on caring for your needs while disregarding the rest during your recovery.
- Neutral: They request more information about your condition and the leave duration. They want to discuss how your responsibilities will be managed while you are away.
- Challenging: They are hesitant, skeptical, or dismissive about your request for leave and subsequent treatment. They primarily focus on the negative impacts it will have on business operations.
These scenarios may make you wonder about your chances of losing your job. However, you should keep in mind that this is forbidden by law.
Will I Lose My Job if I Go to Rehab?
No, you will not use your job if you go to rehab. There are several legal protections for your employment in this case. FMLA and ADA protect you from losing your job, experiencing discrimination due to illness, or losing medical benefits during your leave.
However, certain cases can threaten your job regarding your leave. If you use your leave to continue abusing substances, your employer is entitled to fire you. This also applies if you are misleading about your treatment.
Key Takeaways
- You are required to notify your boss about your plans to seek medical leave for addiction treatment.
- Approach this topic respectfully and clearly. Choose the right time and place to ask for your leave.
- Emphasize the importance of entering rehab for your well-being, stability, and better job performance.
- If your employer is hesitant or dismissive, remind them of your rights under FMLA and ADA.
Frequently Asked Questions
Will My Health Insurance Cover Rehab Costs?
Whether your health insurance covers rehab costs depends on your health insurance plan. According to the Affordable Care Act (ACA), most health insurance plans cover substance abuse treatment costs to an extent. Check how this applies to your health insurance with an insurance provider. Also, learn if the rehabilitation facility accepts your specific plan.
Can I Be Denied Leave for Rehab?
You can be denied leave for rehab if you do not meet specific criteria covered in FMLA. For example, this can happen if you have not worked at the company for 12 months. Also, you will be denied if you do not provide enough advanced notice. If granting your request would present significant hardships for the company’s operations, your request can be denied.
Do I Have to Return to Work Immediately After Rehab?
You do not have to return to work immediately after completing rehab. Most doctors recommend a slow and structured transition back to a regular life. In some cases, you may be granted additional medical leave. This will ensure a gradual return to the workplace that will not jeopardize your recovery.
