Addiction Recovery and Return to Work Barriers

Expert reveals the addiction recovery secret that nobody tells you about for returning to work

An electrical training expert discussed the psychological barriers for those returning to work after addiction recovery. Re-entering the workforce is difficult, and Charanjit Mannu, Director of Elec Training, explains why most employers fail before candidates get through the door.

“The conversation around addiction, recovery and employment fails to recognise the internal psychological weight that these individuals are balancing. People going through and coming out of recovery services are dealing with feelings of shame, a fear of disclosure and feelings of reduced self-worth within the workplace.”

The space between coming out of recovery and finding appropriate work is one of the most challenging but is also the space that is discussed the least. Mannu points out that people who have gone through recovery will have gaps in their employment, they may have professional relationships that have been strained and have very low self- confidence.

“You can do the qualification and do all of the training, but if you go into an interview with anxiety and low confidence in your own ability this will show.”

Mannu goes on to explain “recovery from addiction uses a lot of emotional and psychological energy, therefore asking this person to work on their own identity, look after their health and compete in an ever-difficult job market is a major ask. If you expect these individuals to out-perform someone who has not been through this journey is often difficult, especially if they do not have the right support networks.”

Karen Mills, Business Psychologist with a specialism in Addiction services states “returning to work after recovery is not about whether the individual has the right set of skills or qualifications, it’s more to do with building back up their sense of self-identity and their self-confidence. The feeling of being a contributing member of society. The gap in the individual’s employment cannot express the individuals skills they have learnt from this experience such as self-determination and personal growth that they have developed during their recovery journey”

A report for the Commission for Healthier Working Lives, which was published by Learning and Work Institute identified less than 4% of people with work-limiting health conditions get back into paid employment each year. The report details a number of factors that contribute to this including low trust in employment support systems, unable to navigate services and a poor welfare structure that does not support people to step back into work.

Mannu explains he sees this in practice “Those who have been out of paid employment for long periods of time often feel that the workplace is no longer suited to them, and for those coming out of recovery this is deeper rooted. There is a massive stigma still attached to addiction that is not apparent in other health conditions. There is still a massive fear of disclosure which means they can’t ask for help or discuss concerns they may have, which ultimately may help them to succeed.”

The Learning and Work Institute reports details that by taking a personalised approach to recruitment and ongoing support, it can be key to achieving individual employment outcomes. It also identifies that by identifying these things early in the individual’s employment reduces the risk of them having extended periods of time off work and produces better outcomes for the business.

Mannu comments “this should extend to training providers and employers who engage in recruitment through training providers. The support must be there at the beginning and during their employment. When someone feels genuinely supported, it increases their psychological safety in the workplace, and you get better outcomes. Employers who invest in real support will see better retention; people will stay where they feel they belong.”

Karen Mills continues “Employers do not need to directly support an individual through their recovery; their role is to create a work place culture that is supportive and does not define someone from their past experiences. By providing clear expectations, having some reasonable adjustments and creating a psychologically safe space for non-judgemental conversations is the key to help these individuals succeed both in training and in employment.”

Mannu is clear that employers have a massive responsibility, both legally and morally. For the electrical trade, Mannu notes that the nature of the work is structured and can be an asset for those in recovery because there is routine, progression and with having visible results support mental health and encouragement of self-worth.

The report from Learning and Work Institute focuses on the importance of integrated health and employment, where these support networks combine the individuals and the organisations outcomes improve.

Mannu’s overall message to employers and training providers is clear, create space for people in recovery. It is not about lowering an organisations standards or expectations; it is about equal opportunities and recognising that standards look different for different people.