Resources
Post a Job
 Special offer 

Jumpstart your hiring with a $75 credit to sponsor your first job.*

Sponsored Jobs posted directly on Indeed with Urgently Hiring make a hire 5 days faster than non-sponsored jobs**
  • Visibility for hard-to-fill roles through branding and urgently hiring
  • Instantly source candidates through matching to expedite your hiring
  • Access skilled candidates to cut down on mismatched hires
*The $75 Sponsored Job credit offer is only available for new accounts in the US that post a job and expires one year after account creation. Upon expiration of the credit, users are charged based on Sponsored Job budget. Terms, conditions, and quality standards apply **Indeed data, based on median United States, Q2 2024

Substance Use at Work: How to Create a Supportive Culture

Last updated December 11, 2025
Edited by Indeed Employer Content Team
Edited by Indeed Employer Content Team
Last updated December 11, 2025

Your next read

14 Ways to Promote and Support Employee Mental Health in the Workplace
Migraine and Work: How to Create a Migraine-Supportive Work Environment
Creating a Positive Work Environment: A Guide for Employers
14 Ways to Promote and Support Employee Mental Health in the Workplace
Migraine and Work: How to Create a Migraine-Supportive Work Environment
Creating a Positive Work Environment: A Guide for Employers
Cultivating a Culture of Appreciation at Work
3 Fun Ways to Promote Culture at Work
How to Help Employees Manage Stress (And Handle It Yourself)
Our mission

Indeed’s Employer Guide helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

Read our editorial guidelines
3 min read

Building and maintaining a supportive culture at work is important for any organization, but how can companies support employees who may have a history of substance use or who are currently struggling with it?

Creating a supportive culture for team members in recovery or those dealing with substance use can be a helpful first step, consistent with your policies and applicable law.

Did you know? Acknowledging and supporting the specific needs of your employees is essential to a thriving workforce. You can find scientifically backed ways to improve the wellbeing of your workforce by exploring our wellbeing resources. 

Ready to get started?

Post a Job

Ready to get started?

Post a Job

Promoting awareness and education of substance use

Company leadership can seek to understand day‑to‑day employee needs and, where appropriate, provide general awareness training that fosters a supportive culture, aligned with company policy. This may include wellness programs, such as on-site fitness classes, but it should go beyond them.

Consider how you can do the following:

  • Promote awareness of substance use and recovery.
  • Reduce stigmas associated with seeking help.
  • Create a team culture that’s welcoming to those in recovery.

By sharing general wellbeing resources from reputable sources (not medical advice) and signposting support options available through company programs and promoting awareness of these issues in a positive manner, you can build trust and help ensure team members are more comfortable at work.

Consider, for example, the difference between hosting a team dinner where drinking is encouraged versus hosting an alcohol-free event that’s safe for everyone, including those in recovery.

Establishing supportive substance use policies and procedures

By clearly communicating existing policies and support pathways (per company policy and applicable law), you can foster a supportive environment and clarity for employees that encourages recovery and overall wellbeing.

1. Consider ways to help reduce work‑related stress (per company policy)

Get employee feedback and consider how you can create policies that reduce workplace stress via realistic goals, appropriate time off structures, team-building and enhanced communication and collaboration.

2. Consider clearly communicated mental‑health time‑off options, consistent with company policy and applicable la

Time off for mental health is an important perk to many employees. This can include during recovery, when employees may need understanding and time off to attend substance use programs, support groups or therapy appointments.

3. Provide supervisors with general awareness training on company policies and escalation paths, including expectations for sensitivity and confidentiality, and refer specific situations to HR per policy

Ensure your leadership understands how substance use impacts the entire team, work environment and company. Provide regular training about your policies regarding substance use at work and train supervisors to respond with sensitivity and confidentiality to related situations.

4. Consider fair‑chance hiring and return‑to‑work practices consistent with applicable laws and company policy

Consider how you can offer opportunities for employees with criminal records related to substance abuse. This can help demonstrate that you’re an advocate for growth in recovery. You might also consider a policy that allows employees to continue working during recovery or return to work after inpatient treatment.

5. Offer an Employee Assistance Program

If available, highlight your Employee Assistance Program (EAP) and how to access it; clarify it is voluntary and confidential, per vendor terms and policy.

Want to learn more? Visit Lead with Indeed for more strategies to create a recovery-ready workplace.

Recent HR policies articles

See all HR policies articles
Job Description Best Practices
Optimize your new and existing job descriptions to reach more candidates
Get the Guide

Two chefs, one wearing a red headband, review a laptop and take notes at a wooden table in a kitchen setting.

Ready to get started?

Post a Job

Related articles

Developing Psychological Safety in Your Workplace
Read article
Employees sitting at desks in office
A Manager's Guide to EAP: Employee Assistance Programs
Read article
14 Ways to Promote and Support Employee Mental Health in the Workplace
Read article

Indeed’s Employer Guide helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

Read our editorial guidelines