Supporting Sobriety at Work
Struggling with addiction or recovery? You are not alone. Workplaces can play a big role in creating a culture that supports recovery.
Listen to this story:
When Kyle walked into his first job, he felt a mix of nerves and anticipation. Years of battling addiction forged a resilient spirit within him, but they hadn’t prepared him for the challenges of navigating a workplace culture that often misunderstands sobriety. Only after he found a truly supportive work environment did he realize how essential it was for maintaining his recovery.
Kyle, now 13 years sober, is Director of Programs at the Bruce Oake Recovery Centre, a long-term treatment facility in Winnipeg which helps men recover through structured programs and community support.
A key part of Kyle’s job is helping participants use their skills to stay sober after completing the program. As a certified trauma therapist, he also provides emotional support and guidance to those facing tough days in recovery.
According to the Centre for Innovation in Campus Mental Health, 21 per cent of Canadians — roughly six million people — will face addiction in their lifetime, with alcohol being the most common substance involved.
Despite this, few people disclose their struggles with addiction — especially in professional settings.
Recovery is a lifelong commitment, often compared to a journey. With its highs and lows, recovery is not linear, and it’s more than the simple act of doing the steps to “get better.” It’s an ongoing learning process to love yourself, put your needs first, and take things one day at a time.
A survey conducted in 2019 by the Canadian Mental Health Association found 75 per cent of working Canadians were reluctant to discuss mental health concerns, including substance use, with their employer. Addiction thrives on secrecy, and many people fear being judged, losing opportunities, or even losing jobs. This lack of communication speaks volumes — it reflects how certain workplace cultures suppress personal growth.
Kyle credits Bruce Oake Recovery Centre’s support for his continued sobriety. The centre is more than a workplace — it’s a space where addiction is openly talked about. Policies prioritize mental health, and seeking help is seen as a strength, not a weakness. Here, Kyle doesn’t have to mask who he is or pretend his struggles don’t exist. He’s surrounded by people who understand. Kyle explained how this is not common for many workplaces, but he believes adopting an inclusive approach will make a big difference for employees in recovery.
“This workplace fosters well-being and community, allowing me to openly embrace my recovery as part of my identity,” Kyle said.
After doing research and having lived experience myself, I believe overcoming the stigma surrounding addiction sets the foundation for supporting employees through recovery. The hesitancy to talk about addiction isn’t unique to any one group — it reflects a broader societal stigma that has kept these conversations in the shadows for too long.
A 2023 Canadian Centre of Substance Use and Addiction (CAPSA) survey gathered insights from over 4,000 people on addiction in the workplace. They found that 70 per cent don’t know where to seek help, 80 per cent need more information on substance use and only one per cent think their doctor can help.
These numbers reflect the sheer number of people who feel lost when seeking recovery/addiction support. Research suggests many Winnipeg workplaces may not offer sufficient resources. In the City of Winnipeg’s 2024 Workforce Management Audit, workforce policies revealed performance management strategies put employees in vulnerable positions and employee needs are often overlooked.
When Kyle first got sober 13 years ago, he worked cutting grass, surrounded by a crew of people his age who’ve never faced the challenges he had.
“I often felt isolated as a young person starting my sobriety. My crew smoked pot all day, leaving me feeling out of place since I couldn’t tolerate it, and they didn’t understand,” said Kyle.
The smell lingered on their clothes, making him feel uncomfortable and unable to focus on his job. Even casual conversations revolved around partying — stories of wild weekends and hazy memories he had no place in. Kyle felt invisible in a workplace culture that never considered his sobriety.
It takes years to build up recovery and only a moment for it to come crashing down. For any person on this journey, they know giving into temptation can bring months of hell in trying to get back on track with their progress.
For Kyle, maintaining sobriety during this period of his life was a constant challenge. The shame he felt only made it harder. He wanted to be part of the team, so when his coworkers invited him out for beers after work, he went along with it.
“I thought, ‘I’ll have one,’ and then next thing I knew, I was missing for three days,” Kyle says, laughing.
There’s humour in pain, but the reality is stark: one misstep can lead to devastating consequences. For Kyle, it meant potentially losing his job and undoing all his progress. It’s not to say all the hard work is lost, but it’s a mental setback. If people don’t have the support they need, it’s easy to fall back into old patterns. Relapse doesn’t only affect the individual — it has a domino effect, impacting relationships, trust, and professional opportunities.
Kyle’s experience at Bruce Oake Recovery Centre exemplifies how a supportive work environment can break this stigma.
“If I’m having a tough day, I know I can attend a 12-step meeting, and I won’t be penalized for it,” he said.
This level of understanding and support from his team helped him grow into a leader who values connection and mental health.
The Service Industry: A Culture Built Around Alcohol
If there’s one industry where sobriety feels nearly impossible, it’s the service industry — where drinking isn’t simply accepted, it’s often expected.
For restaurant workers like Skylar Craige, maintaining sobriety can be especially difficult. Sobriety can feel like a lonely road when your community revolves around drinking.
“It feels like if you don’t want to drink or party, you don’t get invited,” Skylar said.
Taking a shot or two on a shift isn’t seen as unorthodox in this environment.
“Being around alcohol all day and witnessing various lifestyles makes consumption appear easier when others partake,” Skylar explains. “During shifts, we sample and test products for both the front and back of the house.”
For Skylar, not having an employer she felt she could turn to with these concerns affected her view of what a workplace culture should look like.
The Corporate World
Mercedes Ayala, a family lawyer at Mitousis Lemieux Howard Law Corporation, faced challenges of balancing recovery with alcoholism and a demanding corporate career. Networking events have been especially tough for her.
“People always noticed that I drank differently than they did,” Mercedes said.
Networking events are considered essential for advancing your career in the legal field, where building relationships is key. For Mercedes, the pressure to fit in became compounded by the social expectation to drink alcohol.
“There are many networking events where people meet up and connect with other lawyers or professionals,” she explains. “There’s almost always alcohol involved because that’s what people associate with socializing.” In an environment where alcohol seems to be the centre of attention, staying connected and engaged if you’re not drinking feels like an uphill battle.
Despite these challenges, Mercedes found a crucial source of support through her workplace. Like Kyle’s did, Mercedes’s boss accommodated her recovery without adding extra pressure.
“When discussing my action plan at the beginning of my sobriety, my boss asked me how many meetings I attend and at what times. She created my schedule around that, so I could go without worrying,” Mercedes said.
Her boss’s consistent support went beyond adjusting her schedule: it included regular check-ins so Mercedes could share her progress and struggles. This reinforced her recovery journey as a priority rather than an afterthought, helping Mercedes feel seen, valued, and supported.
“My boss knows about my mental health struggles, and we have open conversations about them,” Mercedes said. “We’re both very involved and do a lot of education on mental health awareness in the workplace, trauma-informed practice, and overarching mental health issues.”
In Mercedes’s workplace, where stress often defines the culture, this level of understanding and empathy is rare but transformative. Her boss demonstrates how leadership starts with empathy.
“Knowing that my boss is looking out for me makes a huge difference in how I approach my career and recovery,” Mercedes said. “It’s about getting work done — but it’s also about feeling heard and supported.”
The business case for supporting sobriety
Workplace culture often revolves around alcohol — whether at happy hours, networking events, or holiday parties. But, as more people embrace sobriety for personal, health, or recovery-related reasons, the culture is shifting.
According to Simply Benefits, the cost of hiring, training, and loss of knowledgeable experience from turnover is gruelling, but the real cost of not supporting employees in recovery is even higher. When employees feel valued and supported, they’re more likely to stay, perform better, and build stronger connections with their colleagues.
Addiction impacts families, communities, and coworkers. In 2020, substance use in Canada cost the economy $49.1 billion, impacting healthcare, criminal justice, and workplace productivity. These numbers represent real lives, real families, and the daily challenges people face. When employees feel supported, businesses see a reduction in financial losses and contribute to a culture of healthy well-being.
Supporting employees in recovery is more than an act of kindness — it’s an investment benefiting the entire organization. When workplaces create environments where employees can thrive in their sobriety and prioritize mental health, they see improved engagement, better performance, and lower turnover rates. It builds a healthier, more committed, and more productive workforce in the long run.
Programs that work
Many employers have already taken meaningful steps to support employees in recovery, proving a workplace can be both productive and compassionate. Here are three organizations leading the way:
Canadian Centre of Substance Use and Addiction — Healthy Workplace Services
CAPSA helps employers create judgment-free environments by tackling addiction stigma and promoting recovery-friendly policies. Their approach includes education and training, substance use health policies, anti-stigma campaigns, and wellness integration.
CAPSA provides workshops for leadership and employees to learn about addiction, stigma, and harm prevention, giving employees the tools to understand how to best communicate with those who may be struggling. The organization’s initiatives help normalize conversations about addiction in the workplace, encouraging employees to seek help and support.
Manitoba Hydro Initiatives
Manitoba Hydro aligns its workplace culture with its core values — “Collaborate, Align, Reimagine, and Empower” — embedding recovery support at every level. This includes comprehensive health benefits, employee assistance programs (EAP), and cultural and wellness support.
Manitoba Hydro integrates wellness programs into its corporate culture, ensuring its mental health and recovery resources are accessible. The organization provides 100 per cent coverage for addiction treatment, including therapy and rehab (up to $30,000).
These initiatives not only support employees in recovery but also strengthen Manitoba Hydro’s reputation as a people-first employer.
Manitoba Blue Cross Addictions Management Program
Through their Employee Assistance Program, Manitoba Blue Cross offers access to emotional and psychological support for addiction recovery. Their programs include cognitive behavioural therapy (CBT), relapse prevention programs, and emotional regulation tools.
CBT helps people re-frame negative thought patterns to support long-term sobriety while relapse prevention programs are structured to build resilience and address addiction triggers like stress, social pressures and celebrations. Even those who are not enrolled in the Employee Assistance Program can access the resources for a fee.
Respecting Indigenous healing approaches
Beyond general recovery support, workplaces should recognize the diverse cultural needs of employees.
For many Indigenous Peoples, healing is closely tied to cultural identity, community, and spirituality. As an employer, embracing cultural sensitivity involves understanding and respecting these diverse healing practices.
Organizations can adopt policies to accommodate traditional healing practices, such as ceremonies or talking circles. This includes respecting employees’ rights to take part in these cultural practices during work hours when needed.
Offering access to Indigenous-led recovery programs ensures employees can engage with culturally relevant services that align with their values and identity.
Embracing Wellbriety
“Wellbriety,” an Indigenous recovery movement rooted in the teachings of the White Bison Organization, champions healing through cultural practices.
Riley Brown, an Addictions Outreach Peer Support Worker, explained that Wellbriety combines the idea of overall well-being with sobriety. It emphasizes balance in all areas of life — spiritual, emotional, mental, and physical. Wellbriety goes beyond abstinence. It is about reconnecting with one’s identity, cultural traditions, and the land.
“Healthy seeds cannot grow in diseased soil. True Wellbriety happens in the context of community,” Riley notes, highlighting the important role community support has in recovery, something employers can integrate into their own workplace culture.
How workplaces can lead the change
When employees feel supported, trust grows, and the workplace becomes a space where employees in recovery feel empowered, not isolated. To help employers ensure they are building a culture that supports sobriety, I’ve created the POWER Principles to guide businesses toward creating a supportive, inclusive, and recovery-friendly environment.
POWER Principles
Prioritize Community: Make employee well-being a top priority and foster a sense of belonging within the workplace.
Open Communication: Cultivate transparency from leadership and provide a safe space for employees to share struggles and receive support.
Wellness Commitment: Integrate addiction recovery, physical wellness, and mental health into benefit packages, policies, and daily practices.
Educate Regularly: Offer regular learning opportunities on addiction and mental health to challenge stigma.
Respect Diversity: Acknowledge and accommodate employees’ cultural and personal preferences while supporting their needs.
The term “sonder,” introduced by John Koenig, in the Dictionary of Obscure Sorrows, refers to “the realization that every person — every stranger you pass on the street — has a life just as rich and complex as yours.” A state of sonder is a moment of awareness that shifts your perspective, reminding you that behind every face is a story you may never fully know.
This is a powerful idea for the workplace. Employees aren’t just workers — they each carry unseen burdens. For many, including me, a part of that is addiction or recovery. Seeing employees as fully human moves us toward breaking the stigma of addiction and sobriety — your workplace can be part of that change.
