1What does it mean to be a “Recovery Friendly Workplace”?
A Recovery Friendly Workplace recognizes the direct impact of substances in the workplace and encourages employee health, safety, and wellness. The business declares this commitment to staff, supports the reduction of stigma, and is willing to engage in related learning opportunities or activities.
2Why should I consider having my business designated?
Untreated substance use is associated with missed workdays, reduced productivity, work-related incidents, and higher health care and turnover costs. Employers are uniquely positioned to help address this epidemic in our communities. We offer a tailored engagement model that is best suited for your business.
3What are the benefits of being an RFW?
  • Connection to statewide and local resources
  • Expand your access to direct recovery supports
  • Provide tools and materials curated for your workplace
  • Support for employees and their loved ones
  • Trainings about SUD, recovery, and related topics
  • Establish and nurture peer connections
4Will my business have to change current workplace policies?
We strongly encourage and suggest companies review current policies and procedures during an RFW internal assessment. A Recovery Friendly Workplace initiative may motivate you to consider new or updated best practices. Being a designated RFW can align with and support your current Employee Assistance Program and/or Drug-Free Workplace Policy.
5What’s the difference between “Recovery Ready” and “Recovery Friendly”?
Generally speaking, these terms are used interchangeably. Maine’s state initiative is referred to as the Recovery Friendly Workplace program, while the national platform is called the Recovery Ready Workplace Hub.
6If we have locations nationally or across the state, how do those employees access the services offered?
Our local and statewide RFW advisors work collaboratively to ensure that locations across the state have access to the benefits available through the Recovery Friendly Workplace program. Our staff can link you to other available statewide RFW initiatives to support your staff.
7How does the federal Family Medical Leave Act (FMLA) impact employees and employers dealing with substance use disorder (SUD)?

FMLA exists to protect an employee’s job and benefits during a leave of absence and defines the rights of employees and their employers within the process of approving a leave of absence. There are specific provisions as it relates time off for treatment of substance use disorder (SUD). The federal FMLA itself is unpaid.

Beginning in May of 2026, the state of Maine will be implementing Paid Family and Medical Leave. Please review the Department of Labor website for updates and more information.

8How does employee use of medical marijuana affect a Recovery Friendly Workplace?

There are state laws and protections for employees who utilize medical marijuana. Having a clear Drug-Free Workplace Policy can help clarify the parameters around workplace expectations. The Department of Labor has a guide for employers on this specific topic.