Substance Recovery Worker
Ashely Wolfgram
They work in various settings such as healthcare organisations, community outreach programs, or rehabilitation centres. Their role involves conducting assessments, developing personalised treatment plans, providing counselling and therapy sessions, and offering practical advice on addiction recovery and relapse prevention.
They collaborate with clients to create goals and strategies for achieving and maintaining a drug-free lifestyle. Recovery workers also connect clients to additional support services, such as detoxification programs, mental health services, and social support networks, to enhance long-term recovery.
However, most positions typically require a minimum of a Level 3 qualification in a relevant field, such as health and social care or Substance Misuse. Some employers may prefer candidates with a higher level of education, such as a degree in Addiction Studies or a related discipline.
Substance Misuse Recovery Workers can be employed by various organisations and sectors involved in substance misuse and addiction support. These include healthcare organisations such as the National Health Service (NHS), community health centres, and private healthcare providers.
We work with hundreds of Local Authorities and private sector organisations throughout the UK so why not get in contact with one of our specialists who can advise on current and upcoming opportunities?
Employers should consider creating a Workplace Supported Recovery (WSR) program to prevent substance use, reduce stigma, and encourage recovery. This page offers strategies that employers can use to develop a program at their workplace.
WSR programs use evidence-based policies, programs, and practices to reduce multiple risk factors. A comprehensive WSR program would include a workplace naloxone availability and use program. This approach is consistent with Total Worker Health strategies that integrate all aspects to collectively address worker safety, health, and well-being.
Each person's path to recovery is unique. It is affected by the severity of the substance use disorder and the resources available to the individual. Recovery might include formal treatment (with or without medication-assisted treatment), peer support networks, or a combination.
Prevent work-related injuries and illnesses that could lead to substance use. Reduce difficult working conditions or work demands that might lead to daily or frequent pain. Evaluate the workplace to reduce working conditions that may lead to employee substance use, such as:
Reducing stigma can help encourage entry into treatment and recovery. To help reduce stigma, put out educational materials and talk about the nature of substance use disorders and recovery. A key talking point is that a substance use disorder is not a moral failing and recovery is possible.
Evaluate workplace norms and drinking rituals that support substance use. While after-work drinks can help co-workers unwind and make friends, they can undermine the recovery of co-workers. Recovering co-workers may want to avoid alcohol use but might experience social exclusion at work for not participating.
Roughly 90% of individuals with severe substance use disorders began using before the age of 18. Workplaces that employ adolescents and focus on relevant prevention efforts may avoid problems for the next generation of workers. Additionally, a comprehensive WSR program could include resources for employees that are parents of adolescents.
Inform employees about resources available through the employer or union. These resources may be part of a company employee assistance program and health insurance. If those are unavailable, provide resources available in the community.
Offer health and well-being programs that promote work-life fit and teach functional coping skills. Programs that promote and support employee well-being may help employees with their recovery efforts.
Have expertise available in employee assistance or health insurance programs to address disparities. Barriers to treatment and willingness to enter treatment and recovery may vary across populations, based on:
Employment provides economic stability, a meaningful social role, and often direct access to treatment and recovery services. When possible, keep employees who are in treatment at work. Offer second-chance employment for recovering individuals. Accommodate workers, as they return to work and offer other return-to-work assistance.
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People in recovery from substance use disorder can be among your most reliable and dedicated employees. The fact that they have been able to make the transition from substance use disorder to recovery speaks to their commitment, to their development of skills to help them sustain recovery, and to the supports they have in place. As an employer, you do not need to be alone in your effort to adopt recovery-ready workplace policies. Your state government, chamber of commerce, or local community-based organizations may already have a recovery-ready/recovery-friendly workplace initiative, or may be willing to work with you to develop one with support from other states, chambers of commerce, or community-based organizations that have already implemented such initiatives. Additionally, independently of a broader local or state-level initiative, as an employer, you can establish partnerships with local treatment providers, recovery community organizations, recovery residences, and social service providers who may be able to support new hires in recovery and employees returning to the workplace following treatment.
Two approaches to hiring and recruiting people in recovery employers may want to consider are Individual Placement and Support, an evidence-based supported competitive employment model, and second-chance protocols. Both are effective tools for building and maintaining a strong and effective, recovery-ready workplace.
Initially developed to help people with mental health conditions, the Individual Placement and Support (IPS) model of supported employment has begun to be utilized to support other groups, including people with physical disabilities and people who are in recovery from SUD. This UNDER IPS, an individual in early recovery is paired with a specially trained employment specialist who develops relationships with prospective employers and jointly supports the employee and employer for as long as is necessary to ensure successful employment. The employment specialist can be headquartered in a substance use disorder treatment program or in another setting. The U.S. Department of Veterans Affairs, many states, and non-profit organizations offer IPS.
NEW Supported Employment and Substance Use Disorder (SUD) - Growing scientific evidence supports the use of IPS as an intervention for people with or in recovery from substance use disorder. This Workforce GPS webinar features IPS co-creator, Robert Drake, MD, PhD. A video recording of the webinar, the slides, a transcript, and an executive summary are available.
Compensated Work Therapy Program - Compensated Work Therapy (CWT) is a Department of Veterans Affairs clinical vocational rehabilitation program that provides evidence based and evidence informed vocational rehabilitation services; partnerships with business, industry and government agencies to provide Veteran candidates for employment and Veteran labor, and employment supports to Veterans and employers.
Kentucky Transformational Employment Program (KTEP) - The Kentucky Transformational Employment Program (KTEP) provides a pathway for businesses and employers to help more Kentuckians reach long-term recovery while supporting fair chance employment.
NEW The Second Chance Business Coalition promotes the benefits of second chance employment and provides employers with resources to hire and provide career advancement to people with criminal records.
NEW State of Illinois Recovery and Mental Health Tax Credit Act - Eligible employers may apply for a tax credit of up to $2,000 per individual in recovery from a substance use or mental health disorder that they employ full-time or part-time. Credit is based on the number of hours the employee works and may be taken in the year the individual is hired or in the following year.
NEW The Business Case: Becoming a Fair-Chance Employer National Employment Law Project (While criminal justice-specific, it provides a good example and is applicable to a significant portion of people with or in recovery from SUD due to the high rates of criminal justice system involvement associated with drug use.
Using Individual Placement and Support to Assist Job Seekers and Workers with Mental Health Conditions - This webinar provides an introduction to Individual Placement and Support (IPS) and explores the role of the workforce system in its implementation. The webinar focuses on the benefits of IPS for all stakeholders, including job seekers, employers, and workforce programs and partners.
Work Opportunity Tax Credit (WOTC) - The Work Opportunity Tax Credit (WOTC) is a federal tax credit available to employers who invest in American job seekers who have consistently faced barriers to employment. Employers may meet their business needs and claim a tax credit if they hire an individual who is in a WOTC targeted group. There are numerous targeted groups, including people with felony convictions, but not including people in recovery.
Peer support workers are people who have been successful in the recovery process who help others experiencing similar situations. Through shared understanding, respect, and mutual empowerment, peer support workers help people become and stay engaged in the recovery process and reduce the likelihood of relapse. Peer support services can effectively extend the reach of treatment beyond the clinical setting into the everyday environment of those seeking a successful, sustained recovery process.
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