Employer guide: Supporting a recovery‑inclusive workplace
City of York Council’s Public Health team is working in partnership with York in Recovery to support the development of York as an Inclusive Recovery City (IRC). This guide builds on the positive work employers already undertake to support employee wellbeing, inclusion, and fair treatment.
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Inclusive Recovery City
An Inclusive Recovery City is one where people in recovery from substance use are supported rather than stigmatised, treated with dignity and fairness, and able to participate fully in working life. This includes accessing employment, developing their careers, and feeling valued at work.
Recovery-inclusive practice often aligns closely with existing wellbeing, equality, and occupational health approaches already in place across organisations.
Why recovery-inclusive workplaces matter
Substance use disorder is a recognised health condition. Many people in recovery bring valuable skills, experience, and commitment to their roles, yet stigma can create barriers to recruitment, progression, and early access to support.
Recovery-inclusive workplaces help reduce stigma, encourage early conversations, support staff wellbeing, and strengthen retention. These outcomes reinforce the positive cultures employers already foster.
Core principles of recovery-inclusive practice
- Support-focused responses that recognise health and wellbeing needs
- Fairness and equality in recruitment, employment, and progression
- Safe and confidential disclosure routes for employees seeking support
- Inclusive workplace cultures that recognise not all staff drink alcohol
How existing employer practice supports recovery inclusion
Many organisations already have strong policies and systems that support recovery inclusion, including wellbeing frameworks, occupational health provision, flexible working options, and dignity at work standards. The following areas highlight how these existing practices contribute.
Policy commitment
HR policies commonly reflect commitments to health, wellbeing, equality, and non-discrimination. Within a recovery-inclusive approach, these commitments also recognise substance use as a health matter and affirm dignity and fairness at work.
Confidential conversations
Trusted routes for sensitive conversations, such as managers, HR teams, or wellbeing leads, help employees feel confident to discuss support needs early.
Support-oriented responses
Existing approaches such as occupational health referrals, employee assistance programmes, and wellbeing plans can support recovery needs while managing workplace safety.
Reasonable adjustments
Flexible hours, time for appointments, temporary role adjustments, and phased returns already used for health needs can also support recovery.
Inclusive workplace culture
Offering non-alcoholic options and inclusive social activities supports people in recovery and promotes wider accessibility.
Building knowledge and awareness
Recovery awareness complements existing equality, diversity, and wellbeing initiatives. Manager briefings, HR discussions, and learning opportunities help maintain an informed and supportive workplace culture.
Working with the Inclusive Recovery City partnership
Engagement with the IRC Charter is offered as a collaborative partnership. Employers have access to shared learning, example policies, and opportunities to connect with local recovery initiatives. This is not an inspection or compliance process.
A shared commitment to a healthier city
By continuing to develop inclusive employment practices, employers help reduce stigma, strengthen equality, and contribute to a healthier City of York.
Also see
Inclusive Recovery City
City of York Council – Public Health
