Noah Vinter
Alcoholism is a disease that can affect all areas of a person's life, including their work. Deciding whether to disclose alcoholism to a supervisor is a personal decision that depends on unique circumstances. If an employee chooses to disclose their alcoholism to their boss, it may help the supervisor understand why their work may be suffering and potentially provide accommodations to help them improve their performance and conduct. However, there is a risk of bias and subtle career repercussions, and the employee might feel more comfortable speaking to HR or a higher-up instead. Many companies offer Employee Assistance Programs (EAPs) that provide confidential support and counseling for employees struggling with addiction, and it may be worth reaching out to them before talking to a supervisor.
| Characteristics | Values |
|---|---|
| Alcoholism affecting work performance | If drinking is impacting your ability to do your job, consider talking to your boss about it. |
| Relationship with your boss | If you have a good relationship with your boss and feel comfortable discussing personal matters, you may consider sharing this information. |
| Job security | If your job involves safety concerns or has a zero-tolerance policy for substance abuse, disclosing your alcoholism to your boss may be necessary to seek help and protect your job. |
| Company resources | Reach out to company resources such as Employee Assistance Programs (EAPs) that provide confidential support and counseling before talking to your boss. |
| Personal decision | The decision to disclose your alcoholism to your boss is a personal one, depending on your unique circumstances. |
| HR policies | Review HR policies and procedures for reporting alcohol or drug abuse. Understand your rights under federal non-discrimination laws when disclosing information about your addiction. |
| Work triggers | Inform your employer about triggers at work and ask for help, such as a lighter workload or avoiding business lunches with drinking clients. |
| Communication approach | When explaining your recovery, focus on positivity and commitment to sobriety, avoiding negative self-talk or sharing excessive personal details. |
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What You'll Learn
Weigh up the pros and cons
Pros
- If your drinking is impacting your ability to do your job, talking to your boss could help them understand why your work may be suffering and potentially provide you with accommodations to help you get back on track.
- If you have a good relationship with your boss and feel comfortable discussing personal matters with them, sharing this information may strengthen your working relationship.
- If your job is at risk due to safety concerns or a zero-tolerance policy for substance abuse, disclosing your alcoholism to your boss may be necessary to seek help and protect your job.
- If your company has an employee assistance program (EAP) or other resources to support employees struggling with addiction, disclosing your alcoholism to your boss may provide you with access to these programs and additional support.
Cons
- There is a risk that disclosing your alcoholism to your boss may lead to unconscious biases about addiction, which could hurt your career prospects, such as being passed over for promotions.
- If you are not comfortable with or do not trust your immediate supervisor, it may be preferable to confide in someone else, such as the head of HR or a higher-up whom you trust.
- If you are concerned about potential retaliation or negative consequences, it may be advisable to first review your employee handbook, understand your company's policies on substance abuse, and seek confidential support from the HR department or EAP.
- If you are in recovery, disclosing your alcoholism may not be necessary unless it is impacting your work or you require specific accommodations. Focusing on your treatment and maintaining sobriety may be a priority.
- There is a risk of relapse associated with alcoholism, and disclosing this information to your boss may create additional pressure or challenges if a relapse occurs.
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Understand your rights
As an employee, your decision to drink is considered your personal business. However, when alcohol consumption interferes with your ability to perform your duties, your employer has legitimate concerns, including the proper performance of duties, health and safety issues, and employee conduct in the workplace.
If your drinking is impacting your ability to do your job, it may be a good idea to talk to your boss about it. This could help them understand why your work may be suffering and potentially provide you with accommodations to help you get back on track. If your company has an Employee Assistance Program (EAP), it may be worth reaching out to them for help before talking to your boss.
As an employee, you may be entitled to protection under the Americans with Disabilities Act (ADA). Courts have recognized that current or recovering alcoholics may be protected by the ADA if they can prove that they are "substantially limited in a major life activity" or that they are "regarded as" such. Reasonable accommodation for alcoholic employees protected by the ADA normally involves granting appropriate leave to attend a detoxification or rehabilitation program. However, employers are not required to tolerate drinking on the job or excuse violations of company policy as reasonable accommodation.
Additionally, employers may discipline employees for improper behavior on the job, even if it can be attributed to alcoholism. For example, an alcoholic manager who sexually harassed a subordinate while intoxicated could not win an ADA lawsuit if terminated for the harassment. However, employers should proceed with caution when considering discipline for alcoholic employees with poor attendance records. Absences during an agreed-upon period of leave for detoxification, rehabilitation, or treatment for alcoholism are typically considered part of the employer's obligation to reasonably accommodate the employee's condition.
If you choose to disclose your alcoholism to your employer, it is important to be aware of your company's policies and procedures regarding substance abuse. Many companies have a Drug-Free Workplace Policy, which outlines the steps for reporting alcohol or drug abuse. Human Resources should keep any information you provide about your supervisor's alcohol abuse confidential. If your supervisor harasses or mistreats you for bringing forward a claim, you can document these events and report them to HR, as this may result in disciplinary action against your supervisor.
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Assess your relationship with your boss
Deciding whether to tell your boss about your alcoholism is a personal decision that depends on your unique circumstances. If your drinking is affecting your work performance, it may be a good idea to talk to your boss, especially if you have a good relationship with them and feel comfortable discussing personal matters with them.
However, if you don't feel comfortable sharing personal information with your boss, or if you work in a job with a zero-tolerance policy for substance abuse, you may want to consider other options first. Many companies offer employee assistance programs (EAPs) that provide confidential support and counselling for employees struggling with addiction. Reaching out to them before talking to your boss may be a good first step.
It's also important to consider the potential risks and benefits of disclosing your alcoholism to your boss. While it might help them understand why your work is suffering and lead to accommodations to help you get back on track, there is also a risk of bias and subtle career consequences. Legally, your employer cannot fire or discriminate against you for having a substance use disorder, but biases about addiction can hurt your career in other ways. For example, knowing about your addiction may be the unconscious tipping point when you're one of several candidates being considered for a promotion.
Additionally, consider whether you have triggers at work and, if so, whether you can ask for help with them without disclosing your alcoholism. For example, if your workload is extremely heavy and causing undue stress, you can ask for a lighter load or more time without revealing the reason behind your request.
If you do decide to tell your boss, it may be helpful to prepare what you want to say ahead of time and think about what kind of support you're looking for. It's also important to know your rights under federal non-discrimination laws and to stay positive when explaining your recovery journey. Focus on the steps you've taken to address the issues that led to your addiction and your commitment to staying sober, rather than speaking negatively about yourself or with nostalgia about your drinking past.
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Consider company resources
If you are considering telling your boss that you are an alcoholic, it is important to first consider the resources that your company provides. Many companies offer employee assistance programs (EAPs) that provide confidential support and counseling for employees struggling with addiction. These programs can be a great resource for employees who are facing addiction and can often be the first step towards getting help. EAPs can provide information on treatment programs and other relevant resources, such as counseling or support groups. They can also help employees to understand their benefits and insurance coverage for addiction treatment.
Additionally, it is important to review your company's Drug-Free Workplace Policy, which may be included in your employee handbook. This policy should outline the steps that employees need to take if they are struggling with substance abuse, including how to report it and what resources are available to them. It is also important to be aware of any company policies related to substance abuse, such as company drug testing and substance use in the workplace, before speaking to your boss.
If you are unsure about how to access these resources or need additional support, you can reach out to your Human Resources department. HR can provide confidential support and help you navigate the company's policies and procedures related to substance abuse. They can also help you understand your rights as an employee and protect you from any potential retaliation or harassment for reporting substance abuse.
It is also worth noting that if your alcohol addiction is affecting your work performance, your supervisor may refer you to the company's EAP or take disciplinary action. Supervisors have a responsibility to monitor the work and conduct of their employees and may need to hold employees accountable for their actions, even if they have admitted to having an alcohol problem. However, they are not responsible for diagnosing alcoholism and should not attempt to do so. Instead, they should focus on addressing any performance or conduct issues that may be related to substance abuse.
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Think about triggers at work
If you are an alcoholic, it is important to think about triggers at work and how they might affect you. Alcoholism is a dangerous mental health disorder that can be challenging to overcome. It is a disease that affects the balance of chemicals in your brain, changing the way you feel. While triggers are often unavoidable, having the tools to know how to handle them is an essential step in working towards sobriety.
Firstly, it is important to identify your triggers. Triggers are different for everyone, but they can include external factors such as places associated with drinking, being around other drinkers, seeing alcohol, times of celebration, and people reminding you of your past self. Internal triggers can include stress, mental health issues, negative emotions, and anger. Think about your work environment and whether any of these triggers are present. Are there certain people, places, or situations at work that could trigger you? Identifying these potential triggers is the first step to managing them effectively.
Once you have identified your triggers, you can start to develop strategies to cope with them. This might include changing your normal activities or finding alternative rewards or distractions instead of drinking. For example, if you usually drink after work, try replacing it with an activity you enjoy. You can also seek support from colleagues, friends, or family members, or find peer support online. Additionally, consider seeking professional help through therapy or cognitive-behavioral therapy (CBT) to gain insight into your thoughts, feelings, and behaviors, and to develop healthier coping mechanisms.
If you are a supervisor dealing with an employee's alcohol problem, your role is not to diagnose but to address performance or conduct issues, hold the employee accountable, and refer them to your company's Employee Assistance Program (EAP). You can also encourage the employee to seek treatment and make them aware that their job may be at risk if they do not improve. It is important to handle the situation professionally and compassionately, providing support and guidance while also holding the employee accountable for their actions.
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Frequently asked questions
This is a personal decision that depends on your unique circumstances. If your drinking is impacting your ability to do your job, it may be a good idea to talk to your boss about it. This could help them understand why your work may be suffering and potentially provide you with accommodations to help you get back on track. You should also consider the nature of your relationship with your boss and whether you feel comfortable discussing personal matters with them.
There are risks associated with disclosing your alcoholism to your boss, such as potential biases about addiction that could hurt your career in subtle ways. For example, knowing about your addiction may be the unconscious tipping point when you are one of several candidates being considered for a promotion. Additionally, if you relapse, this may create further complications.
Before speaking with your boss, you may want to first reach out to your company's Employee Assistance Program (EAP) or similar employee support programs for confidential support and counseling. You could also speak to your coworkers, provided you feel you can confide in them safely, and they can become invaluable members of your support network. Additionally, you can refer to your employee handbook and review your company's Drug-Free Workplace Policy to understand the steps for reporting alcohol or drug abuse. If you don't feel comfortable with your immediate supervisor, consider going to the head of HR or a higher-up whom you trust.
