Deciding to enter rehab is a courageous step toward recovery. For many people, one of the biggest concerns is how to handle conversations with their employer. Balancing honesty, privacy, and professionalism can feel overwhelming, especially when stigma around addiction still exists in some workplaces. Fortunately, there are ways to approach this situation thoughtfully and responsibly.

Know Your Rights

Before speaking with your employer, it helps to understand your legal protections. Under the Americans with Disabilities Act (ADA), substance use disorders are considered a medical condition, and employees cannot be discriminated against for seeking treatment. Additionally, the Family and Medical Leave Act (FMLA) may allow eligible employees to take up to 12 weeks of unpaid, job-protected leave for medical reasons—including rehab—without risking termination. Knowing these rights can give you confidence going into the conversation.

Decide How Much to Share

You are not required to disclose all the details of your condition. In fact, you can simply state that you need time away for a medical reason. Some people choose to be more open about attending rehab, especially if they work in an environment that values transparency and support. Ultimately, the choice depends on your comfort level and the culture of your workplace.

Plan the Timing

If possible, schedule your conversation with your supervisor or human resources department ahead of your leave. Giving notice demonstrates professionalism and allows your team time to adjust workloads. However, if treatment is urgent, your health should come first. Even in last-minute situations, employers are legally required to accommodate medical needs.

Choose the Right Person to Talk To

Many employees find it easier to start with human resources, as HR staff are trained to handle medical leave requests confidentially. If your company does not have an HR department, you may need to speak directly with your manager. Regardless of who you approach, remember that medical information should be kept private and only shared with those who need to know.

How to Phrase It

When preparing to talk with your employer, keeping the message straightforward can ease stress. For example:

“I need to take medical leave to focus on my health. My doctor has recommended a treatment program, and I expect to be away for [X amount of time]. I’m committed to working with you on a plan to ensure a smooth transition before I go.”

This phrasing communicates responsibility without going into unnecessary detail.

Anticipate Next Steps

After your disclosure, your employer may ask for documentation. This could include a note from your doctor confirming the need for medical leave. HR or management may also discuss how your workload will be covered during your absence. Approaching the conversation with a cooperative attitude can help maintain positive relationships at work.

Final Thoughts

Telling your work that you are going to rehab may feel intimidating, but it is a step worth taking. Protecting your health should always come first, and there are legal safeguards in place to support you. By understanding your rights, planning what to say, and maintaining professionalism, you can take this important step toward recovery with confidence.

‍