For Employers, Managers & HR
You’ve noticed something. Here’s how to respond in a way that helps the employee, protects the organization, and stays on the right side of the law.
Accredited by The Joint CommissionLegitScript certified4.9 stars from 150+ Google reviewsIn-network with Harvard Pilgrim & Tufts (Point32Health)Recognizing the signs
Substance use and mental health problems at work rarely announce themselves. More often you see a pattern: attendance slipping, Monday absences, declining quality, irritability or withdrawal, missed deadlines from a formerly reliable person, or physical changes. None of these proves anything on its own. Your job isn’t to diagnose. It’s to address performance and point toward help.
What you can and can’t say
Focus on observable performance and behavior, not on what you suspect is causing it. “You’ve missed four Mondays this quarter and two client deadlines” is appropriate; “I think you have a drinking problem” is not, and can create legal exposure. Offer resources: your Employee Assistance Program if you have one, health plan benefits, and time off options. Document conversations the same way you would any performance discussion.
How treatment fits with work
Evening IOP
Three-hour sessions after work hours, several evenings a week. Many employees complete treatment with no change to their schedule.
Intensive Outpatient (IOP)
Daytime sessions of about three hours, which often work with a modified or part-time schedule.
Day Treatment (PHP)
Full weekdays for a limited period, typically supported by FMLA or short-term disability.
Leave and legal protections
Treatment for substance use disorder and mental health conditions is generally covered by the Family and Medical Leave Act (for eligible employees at covered employers) and may trigger reasonable accommodation obligations under the ADA. Massachusetts has additional protections, including Paid Family and Medical Leave. This isn’t legal advice; check with employment counsel. Practically, employers who make it easy for people to get help tend to retain them.
How we work with employers
With the employee’s written consent, we can provide documentation for leave, confirm attendance, and coordinate return-to-work planning. Without consent, we can’t confirm that someone is a client. That protection is what makes employees willing to get help in the first place.
HR or a manager with a question? Call (781) 570-5781. We can explain program options and typical timelines so you know what to expect, without any identifying information about a specific employee.
Frequently asked questions
Can we require an employee to go to treatment?
You can make treatment a condition of continued employment in some circumstances (often via a last-chance agreement), but this should be structured with legal counsel. Voluntary engagement generally produces better outcomes.
How long will the employee be out?
It depends on the level of care. Evening IOP requires no time off. Day treatment typically runs a few weeks. We’ll help the employee plan a step-down that returns them to full duty as soon as it’s safe.
Do you offer employer training or presentations?
Contact us. We’re happy to discuss education sessions for managers and HR teams in the Greater Boston area.
Questions from an employer?
We’re glad to talk through program options, timelines, and how leave typically works, with no identifying information required.