Should You Disclose Your Recovery to Co-Workers?
TL;DR: Disclose recovery at work only when it serves a purpose—support, schedule flexibility, or safety. Use this framework to decide and plan the conversation.
There’s no one-size answer to whether you should disclose recovery at work. The right move depends on your role, your workplace culture, and what you need to stay well and effective.
What to Consider First
Clarify your goal—accommodations, schedule stability, or simple context. Consider your supervisor’s style, confidentiality norms, and what success would look like after you share.
Know Your Rights & Policies
Review formal policies and basics of disability and leave protections. You can share the minimum necessary to request support. HR is typically the right channel for privacy and documentation.
Who Needs to Know (and How Much)
Often, only a manager and HR need details. Co-workers may only need scheduling notes (“I’m not available late Thursdays”). Keep specifics limited and neutral.
Plan the Conversation
Write a short script, choose timing (not in a crisis), and propose concrete solutions—shift changes, coverage, or standing meeting times. Serenity Path Recovery can help you craft scripts and structure supports that fit your job. Start at Serenity Path Recovery or reach out via Contact.
