Transitioning to Work After Recovery Infographic

Returning to the life you had before entering drug rehab is arguably one of the most difficult steps in recovery. This transition could entail returning home with your family, meeting up with old acquaintances, or beginning over at work.

Staying Put or Making a Change

Going back to your old life after recovery is a change that involves starting afresh at work, going home with your family, or running into old friends. These situations are frequently all filled with uncertainty.

Examine your relationships at work carefully because they may have a big impact on your efforts to maintain sobriety. Even though you have special protections against discrimination in recovery, starting again in a new workplace can be the wisest course of action. If you spent a lot of time at your previous employment, you probably developed strong, dependable bonds with many of your coworkers and managers. They can provide you with a lot of support as you heal. Finding a job that will complement your recovery support system and give you the best chance of staying clean is right now more important than your career path or your income.

Using Federal Resources to Support Your Back-to-Work Plan

Working with your human resources department is a great first step in creating a strategy for getting back to work. HR has the tools you need to handle the challenges you could encounter along the way, such as work scheduling, resolving any conflicts with coworkers or your supervisor, and so on.

If you were eligible for the Family and Medical Leave Act (FMLA) to cover your time spent receiving inpatient care, FMLA will also permit you to work a modified schedule or part-time once you return to your job. This specific tool can help you reduce work-related stress and free up time for crucial outpatient appointments and support group gatherings.

Since Substance Use Disorder (SUD) is regarded as a disability under the Americans with Disabilities Act (ADA), a person in recovery from a drug or alcohol addiction is protected. This implies that an employer must make any reasonable accommodations you might need at work and cannot treat you differently because you are in recovery. To be clear, neither the FMLA nor the ADA will shield you from the repercussions of engaging in unlawful drug use at work. For instance, even if you are receiving treatment for a SUD but show up to work drunk, your company may still dismiss you for breaking its drug misuse policy.

After-Care Services and Employee Assistance Programs

Your company’s Employer Assistance Program (EAP) is one of your finest resources when you return to work. An EAP is intended to assist employees in resolving personal difficulties that may affect their performance at work. The service links you to expert coaching and counseling resources for a variety of issues, including financial or legal difficulties, marital conflict, mental health emergencies, and substance misuse. Participation in the EAP is completely optional and private.

Your inpatient drug and alcohol rehab also offers top-notch resources for aftercare. For instance, to further build on the progress you achieved while in inpatient recovery, Renaissance Ranch provides ongoing counseling, group therapy sessions, and frequent alumni events. In addition, for crucial recovery support in the first few weeks after completing inpatient treatment, our Utah drug rehab counselors advise joining a 12-Step program with daily meetings.

It is much easier to make your way back to work if you understand transitions take time and that you’re not alone on your trip. Many folks have stood where you are right now and are ready and prepared to assist. All you have to do is ask.



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