How To Go To Rehab Without Losing Your Job

If you are presently employed and considering taking time off to treat a substance use disorder, you may wonder how to go to rehab and keep your job. Fortunately, federal regulations and workplace policies are in place to safeguard those who wish to recover from addiction without losing their job.

Can You Get Fired for Going to Rehab?

The short answer is no; you cannot legally be fired solely for seeking treatment or going to rehab. When considering getting treatment, many think, “Can your job fire you for going to rehab?” The process of recovering from addiction might actually begin at the workplace.

Unfortunately, many are unaware of the tools or the legal safeguards available to them inside their work organizations. For instance, you could be covered under the Family and Medical Leave Act (FMLA) and have access to an Employee Assistance Program (EAP) at work. It could be beneficial to check into your company’s assistance if you are dealing with addiction.

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Why Should You Consider Rehab?

Rehab provides a supportive and comprehensive approach to overcoming addiction. It equips you with the tools, knowledge, and resources needed to reclaim your life, achieve sobriety, and pursue a healthier and more fulfilling future. Considering rehab can be a challenging yet life-saving decision when struggling with substance abuse or addiction issues.

Below, we’ve outlined several reasons why you should consider rehab:

Professional Support: Rehabilitation centers have trained professionals to help you with addiction. They provide therapy, counseling, medication-assisted treatment, dual diagnosis treatment, and support throughout recovery.

Safe and Structured Environment: Rehabilitation facilities provide a secure, organized atmosphere that reduces external stimuli and temptations. This regulated environment enables people to concentrate solely on their recovery without diversions.

Does the Law Protect Me from Losing My Job?

The specific legal protections regarding job security vary depending on the jurisdiction and the nature of your situation. However, there are several laws in place, including the Family and Medical Leave Act (FMLA) and The Americans with Disabilities Act (ADA), that aim to protect employees from unfair termination or discrimination in certain circumstances.

The FMLA may provide job protection if you’re seeking treatment for a serious health condition, including substance abuse,[i] and the ADA prohibits employers from discriminating against individuals with disabilities, which includes those in treatment for substance abuse.[ii]

However, there are limitations and requirements to laws surrounding substance abuse in the workplace. For instance, if your job performance is negatively impacted by substance abuse, your employer may still have the right to terminate you, even if you are seeking treatment. Furthermore, violating workplace policies related to alcohol or drug use or posing a direct threat to yourself or others due to addiction can affect your job security.

Using the FMLA for Drug or Alcohol Rehab Treatment

Family and Medical Leave Act (FMLA) for Drug or Alcohol Rehab Treatment

In the United States, the Family and Medical Leave Act (FMLA) allows employees to take job-protected leave to receive treatment for serious health conditions, including substance abuse or alcoholism. However, to make use of FMLA for drug or alcohol rehab treatment, some specific conditions and requirements must be met.

Here are some details to keep in mind:

Eligibility: To qualify for FMLA, your employer must be covered, which typically includes private companies with 50+ employees and public agencies. You must also have worked for the employer for a minimum of 12 months and have worked at least 1,250 hours in the previous 12 months.
Serious Health Condition: If your substance abuse meets specific criteria, it can be classified as serious under the FMLA. Criteria include needing professional medical treatment or ongoing supervision and a significant limitation of your ability to perform work-related tasks.
Certification: Your employer may ask for a healthcare provider's certification that proves the need for leave due to a serious health condition. The certification must include details about the nature and duration of the condition and the necessity of leave.
Duration of Leave: Eligible employees can take up to 12 weeks of job-protected leave within a 12-month period through FMLA. This leave can be taken all at once or intermittently based on medical certification and treatment plan.
Employee Responsibilities: It is important to adhere to your employer's standard procedures for requesting FMLA leave. You must also provide all necessary documentation and keep them updated. It is also essential to comply with any reasonable requirements relating to your leave.
Job Protection: Employers should give you your old or similar job when you return from FMLA leave unless you would have lost your job for other reasons.

While FMLA provides job protection during the leave, it does not guarantee continued employment if there are legitimate reasons for termination unrelated to the leave or if your job performance is unsatisfactory.

To fully understand your rights and eligibility for FMLA, review the specific provisions of the act, consult with your employer's human resources department, or seek legal advice. They can provide guidance tailored to your situation and ensure compliance with employment laws.

You can also call 866-461-3339. One of our admissions coordinators can address any questions or concerns you may have regarding entering substance abuse treatment or rehab insurance.

The Americans with Disabilities Act (ADA) and Job Protection

The Americans with Disability Act (ADA) safeguards individuals with disabilities against discrimination in multiple areas, including employment. Although the ADA does not directly mention job security for people undergoing substance abuse or addiction treatment, it does provide some protections that can apply to such situations.

Here's what you need to know:

Definition of Disability: According to the ADA, a disability is a physical or mental condition restricting one or more significant life activities. If your drug or alcohol addiction meets this definition, it can be considered a disability under the ADA.
Reasonable Accommodations: Employers must offer practical accommodations to qualified individuals with disabilities, enabling them to perform their job functions. These accommodations can involve changes or amendments to work schedules, duties, or policies that allow you to receive treatment for substance abuse or sustain your recovery.
Prohibition of Discrimination: The ADA protects people with disabilities from unfair treatment in employment, including the hiring process, promotions, job assignments, and terminations. It also covers protection for those seeking treatment for substance abuse.
Job Performance Standards: Although the ADA offers protection, it does not exempt employees from meeting job performance standards or requirements. If you consistently fail to complete your job qualifications, employers can take appropriate actions if they are not solely based on your disability.
Confidentiality: Employers must keep any medical information concerning an employee's disability private, including their involvement in substance abuse treatment. Any details about your treatment should be kept confidential and shared only with those who require the information.

Remember, the ADA does not guarantee job protection in all circumstances. For example, employers can still take disciplinary action or terminate you if your substance abuse or addiction substantially impairs your job performance or directly threatens workplace safety.

The Health Insurance Portability and Accountability Act, 1996

The Health Insurance Portability and Accountability Act (HIPAA) is a federal law enacted in 1996 in the United States. HIPAA aims to protect the privacy and security of individuals' health information while ensuring the portability and continuity of health insurance coverage.[i]

Please note that the below information provides a general overview of HIPAA and should not be considered legal advice. However, here are some key aspects of HIPAA:

Privacy Rule: The Privacy Rule of HIPAA sets national guidelines to safeguard your health information. It governs how healthcare providers, health plans, and clearinghouses handle and share protected health information (PHI). It also provides you with specific rights over your health information, such as the ability to access it, make changes, and request limitations on its usage and disclosure.
Security Rule: To protect electronic PHI (ePHI), the Security Rule provides additional guidelines in addition to the Privacy Rule. Administrative, physical, and technical measures must be put in place by covered organizations and their business partners to guarantee the privacy, availability, and integrity of ePHI.
Transactions and Code Sets Rule: The Transactions and Code Sets Rule under HIPAA sets standards for electronic healthcare transactions such as claims submissions, remittance advice, and eligibility verification. It ensures that electronic data interchange between covered entities is consistent and efficient.
Identifiers: The National Provider Identifier (NPI) for healthcare providers and the Employer Identification Number (EIN) for health plans are two examples of unique identifiers covered under HIPAA's unique identifier rules. These I.D.s make it easier to identify and monitor healthcare entities accurately.
Enforcement: Follow HIPAA's Privacy and Security Rules to avoid civil and criminal penalties. The Office for Civil Rights (OCR) under the U.S. Department of Health and Human Services (HHS) enforces these rules by investigating complaints and conducting audits to ensure compliance.

Although HIPAA safeguards the confidentiality and safety of your medical data, there are some instances where it has exceptions and restrictions. For example, HIPAA allows the release of medical information for treatment, payment transactions, healthcare operations, and other instances, such as during public health emergencies.

The Rehabilitation Act, 1973

The Rehabilitation Act of 1973 is a U.S. federal law that aims to prevent discrimination against people with disabilities in programs that receive financial assistance from the government.[i] The Rehabilitation Act covers a broad range of programs and activities receiving federal financial aid.

Here is an overview of The Rehabilitation Act’s key aspects:

Prohibition of Discrimination: The Rehabilitation Act prohibits discrimination based on disability by any program or activity receiving federal funds. This includes employers, federal agencies, educational institutions, and other entities.
Section 504: One of the most well-known sections of the Rehabilitation Act is Section 504. This section prevents discrimination towards individuals with disabilities in programs and activities that receive federal funding. It also mandates reasonable accommodations to ensure equal access and participation for those with disabilities.[ii]
Employment Provisions: The Rehabilitation Act bans disability discrimination in federal employment and by employers who receive federal funding. It requires affirmative action and reasonable accommodations for individuals with disabilities and imposes similar obligations on federal contractors and subcontractors.
Accessibility: The Rehabilitation Act requires public facilities and services that receive federal funds to accommodate individuals with disabilities.
Independent Living: The Rehabilitation Act helps people with disabilities live independently and participate in their communities by funding programs and services.
Federal Agency Responsibilities: The Rehabilitation Act mandates that federal agencies ensure compliance with disability services and vocational rehabilitation programs.
Enforcement and Remedies: The Rehabilitation Act has ways to address discrimination, such as filing complaints or legal action. Remedies can include injunctions, compensation, and attorney fees.

Does Insurance Cover Addiction Treatment Programs?

Whether or not insurance covers addiction rehabilitation programs depends on the specific policy and the treatment provider, among other variables. Generally, many insurance plans cover aftercare programs for addiction or mental health issues. However, the extent of coverage and benefits can vary widely. Call 866-461-3339 to verify insurance today.

Under the Affordable Care Act, most insurance plans must cover mental health and substance abuse treatment services, including substance use disorder programs.

Some rehab centers may not accept insurance or may require out-of-pocket expenses. In these cases, you may be able to negotiate payment arrangements or seek financial assistance through scholarships or grants from the treatment provider, community, or government organizations.

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Find out if your health insurance covers rehab treatment

If you have a health insurance plan with one of the providers listed below, you can read our guide to find out if your coverage includes drug and alcohol rehabilitation programs.

How To Tell Your Employer You Are Going to Rehab

Telling your employer that you are going to rehab can be challenging. This conversation should maintain open communication, ensure understanding, and find solutions that work for you and your employer. Approach the discussion with professionalism and a willingness to work collaboratively towards a successful outcome.

Here are some steps to help you navigate this conversation:

Plan Ahead: Before speaking to your employer, gather details about your treatment plan, such as the length of your absence, any special needs, and how your work will be managed. This will demonstrate that you have a solid plan and can address your employer’s concerns.
Choose the Right Timing: Schedule a private meeting with your employer at a convenient time when they are not too busy.
Be Honest and Direct: Be honest about your decision to seek help for a medical condition without divulging personal details. Emphasize your commitment to recovery and job performance.

Drug Testing for Pre-Employment or Existing Job

Drug testing for pre-employment or existing job purposes can vary depending on the employer, industry, and applicable laws and regulations. If you have concerns or questions about drug testing, review your company’s policies and consult your employer’s H.R. department or legal counsel. They can provide specific information about your rights, the testing process, and applicable laws.

Many employers conduct pre-employment drug testing to create a safe and drug-free work environment, assess applicants’ suitability for the job, and comply with industry or regulatory requirements. Typically, pre-employment drug tests are conducted after a job offer has been made, and the offer may be contingent upon passing the drug test.

How to Find Recovery Treatment Centers Near Me

Virtue Recovery Center’s accredited treatment facilities can conduct a drug and alcohol assessment by calling 866-558-1376, or you can visit their brick-and-mortar locations outlined below:

Recovery Centers in Arizona

Chandler, Arizona: 111 S Hearthstone Way, Chandler, AZ 85226, United States
Sun City West, Arizona: 13951 W Meeker Blvd, Sun City West, AZ 85375, United States

Recovery Centers in Texas

Houston, Texas: 9714 S Gessner Rd, Houston, TX 77071, United States
Killeen, Texas: 5200 S W S Young Dr, Killeen, TX 76542, United States

Recovery Centers in Nevada

Las Vegas, Nevada: 8225 W Robindale Rd, Las Vegas, NV 89113

Recovery Centers in Oregon

Astoria, Oregon: 263 W Exchange St, Astoria, OR 97103, United States

Start your recovery right away.

Start your recovery right away. Contact Virtue Recovery Center at 866-828-7521 to find a treatment program near you.

What Are Employee Assistance Programs?

Employee Assistance Programs (EAPs) are employer-sponsored programs, typically part of an employee benefits package. They’re designed to support you in addressing personal, professional, or work-related challenges affecting your well-being and job performance. They provide various confidential services and resources to assist you and your immediate family in resolving issues impacting your overall quality of life.[i]

Should You Consider Outpatient Rehab to Continue Working?

Deciding whether to pursue outpatient rehab while continuing to work is a personal choice that depends on several factors, including the severity of your condition, your work-life balance, and the flexibility of your job. It's essential to prioritize your health and well-being, seek professional advice, and consider the level of support and flexibility available to you.

To assist in making an informed decision about whether or not you can work while in rehab, consider the following points.:

Severity of the Condition: Outpatient rehab programs are for milder substance abuse or as a transition from higher levels of care. Severe cases may require residential treatment or staying at inpatient rehab facilities.
Treatment Needs and Support: Consider your treatment needs and support level. Outpatient rehab involves regular therapy, counseling, and group sessions while living at home. Commitment to recovery and a supportive environment are crucial for success.
Flexibility at Work: Evaluate if your job can fit your treatment schedule. Outpatient rehab may require adjusting work hours or taking time off. Talk to your employer, H.R., or consult an employee assistance program for possible accommodations or leave options.
Confidentiality and Stigma: Consider your comfort level when sharing your situation with your employer or colleagues. If you're worried about judgment, keep your treatment confidential and schedule appointments outside work hours.
Emotional and Physical Well-being: Prioritize self-care and attend therapy sessions regularly during outpatient rehab. Consider the impact of work demands on your recovery journey and explore alternative work arrangements, such as freelance and contract work.
Professional Support: Seek guidance from your treatment providers, therapist, or counselor, who can offer insights based on your circumstances. We can help you evaluate the feasibility of outpatient rehab while working and provide recommendations. Call 866-461-3339 for a no-obligation, free assessment

Can I Work Remotely While I am in Residential Rehab?

Working remotely while in residential rehab depends on several factors, including the policies of the rehab facility, the nature of your job, and your ability to fulfill work responsibilities while in treatment. Consult with the rehab facility staff and your employer to assess the possibility of working remotely in residential rehab.

Here are some considerations to help you make an informed decision that supports your substance abuse recovery journey:

Facility Policies: Some centers may restrict or discourage outside work to ensure you can fully focus on your recovery without distractions. The primary goal of residential rehab is to provide a structured and immersive treatment environment.

Call 866-461-3339 to speak with one of our compassionate staff members who can provide details on the specific policies regarding working while participating in residential rehab.

Treatment Intensity: When participating in a residential rehab program, expect a rigorous schedule consisting of therapy, counseling, group activities, and self-reflection. The program’s intensity may make it challenging to balance work-related tasks.
Therapeutic Focus: Residential rehab commonly prioritizes personal growth, healing, and addressing underlying addiction issues through evidence-based or holistic treatment approaches. It's not recommended to partake in work-related activities during this period since it may not align with the primary treatment program goals.
Access to Technology: Check if your chosen rehab center allows electronic devices like laptops and smartphones, especially if you need them for remote work. Some centers may restrict internet access or personal devices to maintain a therapeutic environment.
Privacy and Confidentiality: When working remotely while in residential rehab, you must consider privacy. Sharing a workspace or discussing work-related matters could put your confidentiality at risk and expose you to triggers or stressors that could negatively impact your recovery.
Employer Flexibility: Assess whether your employer is open to accommodating remote work. Discuss your situation with your employer or H.R. department to explore potential arrangements, such as temporary leave, flexible work hours, or reduced workload. Open communication with your employer can help align expectations, ensuring a smooth transition.
Focus on Recovery: Residential rehab is a time to prioritize your recovery and well-being. It’s beneficial to fully immerse yourself in the program, take a break from work-related responsibilities, and dedicate yourself to the therapeutic process.

Preparing Yourself When You’re Ready to Return to Work After Rehab.

Everyone's recovery journey is unique. Therefore, the specific therapeutic methods that work best for you may vary. Working closely with treatment providers and your support network can help ensure you have the resources and guidance necessary to transition into workplace culture successfully. Various therapeutic methods can support your recovery and help you manage any challenges that lie ahead.

Here are some examples:

Individual Counseling: Individual counseling with a therapist or addiction counselor can help you cope with work-related stressors and other issues. It focuses on building resilience, improving communication skills, managing triggers, and addressing substance abuse issues.
Relapse Prevention Planning: Create a relapse prevention plan to stay sober when transitioning back to work. Therapists can help by identifying potential triggers, creating coping mechanisms, and developing strategies to handle stressful situations at work.
Cognitive-Behavioral Therapy (CBT): CBT helps identify and change negative thoughts and behaviors. It can improve work stress, self-esteem, and productivity by promoting positive changes and mental well-being.
Stress Management Techniques: If you are experiencing stress, therapists can help you learn effective stress management techniques. These techniques may include deep breathing exercises, mindfulness meditation, relaxation techniques, and time management strategies to help you maintain a healthy work-life balance.
Social Support and Peer Groups: Joining peer support groups or 12-step programs like Alcoholics Anonymous (A.A.)[i] or Narcotics Anonymous (N.A.)[ii] can offer a supportive community of people who have experienced the difficulties of addiction recovery. Sharing your experiences and receiving advice from peers who have successfully transitioned back to work can be beneficial.
Work Skills Training: Certain rehabilitation centers provide job training programs, career coaching, or skills assessments for professional development. Such programs can improve confidence, assist you in career advancement, promote job satisfaction, and prepare you for work demands.
Mindfulness and Self-Care Practices: Engaging in mindfulness practices like meditation and self-reflection can enhance your well-being and assist you in remaining present and focused while adjusting to the work environment. Self-care through activities like exercise, healthy eating, and sufficient sleep can boost resilience and maintain recovery.
Continued Therapy or Aftercare Programs: When you return to work, it's a good idea to keep up with therapy or seek aftercare support. This may involve attending individual counseling, group therapy sessions, family therapy, transition to sober living homes, or support meetings focusing on coping with work-related difficulties and staying sober in your workplace.

Going Back To Work After Rehab

Returning to work after rehab can bring a mix of emotions: anticipation, anxiety, hope, and fear among them. It's a critical transition period that requires planning and support to ensure continued recovery.

One of the first considerations is knowing your rights. Many laws exist to protect the jobs of those seeking treatment for drug or alcohol addiction. For instance, the Family and Medical Leave Act (FMLA) in the United States allows eligible employees to take unpaid, job-protected leave for specific family and medical reasons, including substance abuse treatment.

However, returning to work isn't just about legal protections. It's also about managing triggers and maintaining sobriety in a potentially stressful environment. Here are some tips to help with the transition:

Develop a Support System: Connect with supportive colleagues and supervisors who understand your situation and can provide assistance when needed.
Create a Balanced Schedule: Ensure your schedule accommodates any ongoing treatments or support groups. Work-life balance is crucial to prevent burnout and relapse.
Manage Triggers: Identify potential triggers in your workplace and develop strategies to handle them. This could involve practicing stress management techniques or arranging for a change in responsibilities.
Maintain Healthy Habits: Regular exercise, a healthy diet, and adequate sleep can help manage stress and support overall well-being.

Remember, every individual's journey is unique, and there's no one-size-fits-all approach to returning to work after rehab. Consider seeking advice from professionals or joining a support group to share experiences and learn from others who have navigated similar challenges.

Some Statistics about Substance Abuse and Rehab

Half of Americans 12 and older have used illicit drugs at least once.[i]
3% of employees reported working while under the influence of alcohol, while 2.9% of employees reported using illegal substances while at work.[ii]
Workers in recovery, who have previously reported having treatment for a substance abuse problem but have not had issues in the last 12 months, miss the fewest days of work annually, at 10.9 days, even fewer than the overall workforce at 15 days.[iii]
A substance use disorder (SUD) increases a worker's likelihood of having more than one employer in the previous year by 40%.
Each employee with an untreated SUD costs an employer more than $14,000 a year in industries and roles with high average salaries, such as executives, managers, and those working in administration and finance.
The U.S. spends around $35 billion annually to treat SUDs, and an additional $85 billion yearly to treat accidents, infections, and diseases linked to substance use, according to the 2016 Surgeon General report.
Nearly 9% of working adults nationwide have a SUD, with alcohol use disorders accounting for 6.7% of cases and cannabis use disorders for 1.6%.
Alcohol and other drug use problems are prevalent in the construction, mining, and service industries. Jobs in education, healthcare, and professional and protective services have the lowest rates, but even in such fields, one out of every 12 employees suffers from a substance use disorder.[iv]
Successfully treated employees who haven't had a SUD in the last 12 months require less medical care, are less likely to take unplanned time off, and are far less likely to have changed jobs. This results in an annual average savings of $8,543 per worker.
In 2020, the United States had 16,066 substance abuse treatment facilities.[v]

Sources

[i] Bustamante, Jaleesa. “NCDAS: Substance Abuse and Addiction Statistics [2023].” NCDAS, 1 Jan. 2023, drugabusestatistics.org.
[ii] Frone, Michael R., and Amy Brown. “Workplace Substance-Use Norms as Predictors of Employee Substance Use and Impairment: A Survey of U.S. Workers.” Journal of Studies on Alcohol and Drugs, vol. 71, no. 4, Alcohol Research Documentation, July 2010, pp. 526–34. https://doi.org/10.15288/jsad.2010.71.526.
[iii] “Implications of Drug Use for Employers.” National Safety Council, www.nsc.org/work-
safety/safety-topics/drugs-at-work/substances. Accessed 25 May 2023.
[iv] NORC at the University of Chicago. “Substance Use Disorders by Occupation.” National Safety
Council, www.nsc.org/getmedia/9dc908e1-041a-41c5-a607-c4cef2390973/substance-use-disorders-by-
occupation.pdf. Accessed 25 May 2023.
[v] Statista. “Number of Substance Abuse Treatment Facilities in the U.S. 2003-2020.” Statista, 9
Aug. 2022, www.statista.com/statistics/450281/total-number-of-substance-abuse-treatment-
facilities-in-the-us.

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Sources and Citations

United States Government. “Family and Medical Leave (FMLA).” U.S. Department of Labor, www.dol.gov/general/topic/benefits-leave/fmla. Accessed 25 May 2023.
“What Is the Americans With Disabilities Act (ADA)?” ADA National Network, adata.org/learn-about-ada. Accessed 25 May 2023.
U.S. Department of Health & Human Services. “Health Insurance Portability and Accountability Act of 1996 (HIPAA).” Centers for Disease Control and Prevention (CDC), www.cdc.gov/phlp/publications/topic/hipaa.html. Accessed 25 May 2023.
“The Rehabilitation Act of 1973.” U.S. Equal Employment Opportunity Commission, www.eeoc.gov/statutes/rehabilitation-act-1973. Accessed 25 May 2023.
“YOUR RIGHTS UNDER SECTION 504 OF THE REHABILITATION ACT.” U.S. Department of Health And Human Services, June 2006, www.hhs.gov/sites/default/files/ocr/civilrights/resources/factsheets/504.pdf.
“What Are the Rules Surrounding Confidentiality and Sharing of Drug Test Results?” Society for Human Resource Management, www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/confidentialityandsharingofdrugtestresults.aspx. Accessed 25 May 2023.
“What Is an Employee Assistance Program (EAP)?” Society for Human Resource Management, www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/whatisaneap.aspx. Accessed 25 May 2023.
Alcoholics Anonymous World Services, Inc. “A.A. Around The World.” Alcoholics Anonymous, www.aa.org/aa-around-the-world. Accessed 25 May 2023.
“Welcome to NA.org.” Narcotics Anonymous, na.org. Accessed 26 May 2023.
Bustamante, Jaleesa. “NCDAS: Substance Abuse and Addiction Statistics [2023].” NCDAS, 1 Jan. 2023, drugabusestatistics.org.
Frone, Michael R., and Amy Brown. “Workplace Substance-Use Norms as Predictors of Employee Substance Use and Impairment: A Survey of U.S. Workers.” Journal of Studies on Alcohol and Drugs, vol. 71, no. 4, Alcohol Research Documentation, July 2010, pp. 526–34. https://doi.org/10.15288/jsad.2010.71.526.
“Implications of Drug Use for Employers.” National Safety Council, www.nsc.org/work-safety/safety-topics/drugs-at-work/substances. Accessed 25 May 2023.
NORC at the University of Chicago. “Substance Use Disorders by Occupation.” National Safety Council, www.nsc.org/getmedia/9dc908e1-041a-41c5-a607-c4cef2390973/substance-use-disorders-by-occupation.pdf. Accessed 25 May 2023.
Statista. “Number of Substance Abuse Treatment Facilities in the U.S. 2003-2020.” Statista, 9 Aug. 2022, www.statista.com/statistics/450281/total-number-of-substance-abuse-treatment-facilities-in-the-us.

Frequently Asked Questions About Rehab & Addiction

Can Couples Go To Rehab Together?

Yes, couples can go to rehab together if they find a facility that offers specialized programs for couples. These programs focus on treating addiction for both partners while addressing relationship dynamics and fostering healthy communication and mutual support.

Learn more: Drug and Alcohol Addiction Rehab for Couples Near Me

Can You Get Fired For Going To Rehab?

In most cases, you cannot get fired for going to rehab, as laws such as the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA) protect employees seeking treatment for addiction. However, it’s essential to follow your employer’s specific policies and communicate openly about your need for treatment.

Learn more: How To Go To Rehab Without Losing Your Job

Do Rehab Centers Allow Visitors?

Rehab centers typically have visitation policies that allow visitors, often during designated visiting hours or days. However, policies may vary between facilities, and some rehab centers may have stricter restrictions, especially during the initial phase of treatment. It’s important to check with the specific center for their visitation rules.

Learn more: Drug and Alcohol Rehab Centers Near Me That Allow Family & Visitors

Do Rehab Centers Allow Pets?

Some rehab centers do allow pets, particularly those that offer pet-friendly programs or have a pet therapy component in their treatment plans. However, policies vary between facilities, so it’s important to inquire with the specific center about their pet accommodations and requirements before admission.

Learn more: Addiction Rehab Centers Near Me That Allow Pets, Cats, and Dogs

Do Rehab Centers Allow Cell Phones?

Policies regarding cell phones vary among rehab centers. Some facilities may allow limited use of cell phones, while others may have stricter rules and require patients to surrender their devices upon admission. It’s important to check with the specific center about their cell phone policy before entering treatment.

Learn more: Drug and Alcohol Rehab Centers Near Me That Allow Cell Phones

Can a Pregnant Woman Go to Rehab?

Yes, a pregnant woman can go to rehab. It is crucial to choose a facility that offers specialized programs and services tailored to the unique needs of pregnant women, focusing on both addiction recovery and prenatal care to ensure the well-being of the mother and her unborn child.

Learn more: Rehab Centers For Pregnant Women and Mothers Near Me

Recovery is just a phone call away. Our support team is available around the clock to assist you. Call (866) 461-3339.

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