I have been sober since 2015. I have also lived with anxiety my entire life. For a long time, I treated one with the other. I was not alone in that.
The relationship between mental health and addiction is not a footnote. It is the whole story for millions of people, and yet workplaces continue to treat them as two separate conversations happening in two separate rooms. May is Mental Health Awareness Month, and as an HR professional in long-term recovery, I think it is time we opened the door between those rooms.
The overlap is not a coincidence
According to the National Alliance on Mental Illness, roughly one in five U.S. adults experiences a mental health condition each year. The Substance Abuse and Mental Health Services Administration reports that people with mental health conditions are more likely to experience substance use disorders and vice versa. These are not parallel crises. They are deeply intertwined.
What that means in a workplace context is: when an employee is struggling with addiction, there is a good chance mental health is part of the picture. And when a leader notices something is “off” with a team member, they may be looking at a mental health crisis without recognizing it for what it is.
I have seen this play out firsthand and not just in my own life, but in the lives of the people I have supported as an HR leader. One of the most meaningful moments of my career came when a colleague was experiencing a major mental health and addiction crisis simultaneously. Instead of writing her off or letting her go, our executive team rallied. We got her the help she needed, held her job while she was in treatment and adjusted her role thoughtfully when she returned. That is what it looks like when a workplace gets it right. It is not the norm, but it should be.
What crisis looks like at work and what it gets mistaken for
Here is where I want to speak directly to employers, managers and HR professionals: mental health crises are routinely misread in the workplace. The behaviors that signal someone is in acute distress are often labeled as performance issues, attitude problems or personal failings. That misreading has real consequences.
Here are five things a mental health crisis is commonly mistaken for at work:
- Being dramatic: Big emotions! Panic, crying, anger and fear can look like overreacting. They may actually be signs of acute distress.
- Attention-seeking: Talking about hopelessness, self-harm or not wanting to be here should always be taken seriously. Reaching for attention still means reaching for help.
- Substance abuse only: Alcohol or drug use may be the most visible behavior, but underneath it can be trauma, anxiety, depression, grief or another mental health condition. The 988 Suicide and Crisis Lifeline specifically supports people struggling with mental health, emotional distress and substance use.
- Bad behavior: Risky decisions, aggression, withdrawal, intense mood swings or changes in sleep and eating may be signs something deeper is happening. NAMI notes that warning signs can include changes lasting more than two weeks that interfere with daily life.
- Manipulation: When someone in crisis says or does something confusing or alarming, it does not mean the pain is not real. It may mean their coping skills are completely overwhelmed.
What you can actually do
If you are an employee in recovery or managing your mental health:
- You do not owe anyone your full story. You owe yourself protection and support.
- Find one safe person- a trusted manager, an HR contact, or an EAP counselor – and let them in just enough to get you the help you need.
- You are not a liability. You are a whole person, and your story does not end at your diagnosis or your rock bottom.
This is the conversation workplaces have been avoiding
Mental Health Awareness Month gives us a culturally sanctioned moment to talk about this, but the overlap between mental health and recovery does not take a month off. It shows up on Monday mornings and in performance reviews and in the quiet moments when someone is deciding whether to tell the truth or keep pretending they are fine.
I spent years pretending I was fine. Recovery taught me what it looks like to actually be fine, and to help build workplaces where other people do not have to pretend either.
If you or someone you know is struggling, call or text 988 to reach the Suicide and Crisis Lifeline, available 24 hours a day, seven days a week. Check out TSC Resource Guide HERE.
LIFESTYLE: Does Being Sober Help or Hurt Your Career? The Professional Upside of Sobriety
The Sober Curator’s MENTAL HEALTH + WELLNESS section is your go-to guide for nurturing emotional well-being—especially for those in recovery. Explore resources, expert insights, and personal stories that connect the dots between mental health, sobriety, and self-care. From managing anxiety and depression to building mindfulness and emotional resilience, we provide practical tools and inspiration to help you thrive alcohol-free. By fostering open, stigma-free conversations, we empower our community to make emotional wellness a cornerstone of long-term recovery.
Dedicated columns on this TSC channel:
- Break Free Foundation – Scholarships & Support for Recovery with Sober Curator Contributor Alexandra Nyman
- Codependency – Insights & Recovery with Sober Curator Contributor Dr. Sarah Michaud
- Mastering Mental Fitness with Sober Curator Contributor James Gwinnett
- Mental Health – Emotional Wellness in Recovery
- Relationships – Love, Connection & Boundaries in Sobriety
- Sober Not Subtle with Sober Curator Contributor Jason Mayo
- Sober Poetry – Recovery in Verse
- Speak Out! Speak Loud! – Stories & Creative Expression in Recovery
- Spiritual Substance – Mindfulness, Science & Soul with Senior Sober Curator Contributor Lane Kennedy
- Wellness As A Way of Life – Sustainable Health for Powerful Women with Senior Sober Curator Contributor Megan Swan
Recovery is hard 24/7, 365 – Please know that resources are available
If you or someone you know is experiencing difficulties surrounding alcoholism, addiction, or mental illness, please reach out and ask for help. People everywhere can and want to help; you just have to know where to look. And continue to look until you find what works for you. Click here for a list of regional and national resources. If your life or someone else’s is in imminent danger, please call 911. If you are in crisis and need immediate help, please call: 988.
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1. How are mental health and addiction connected?
Mental health and addiction are often closely connected. Many people use substances to cope with anxiety, depression, trauma, grief or emotional distress. In other cases, substance use can worsen existing mental health symptoms. For many people, recovery and mental health support need to happen together.
2. What are signs of a mental health crisis at work?
Signs of a mental health crisis at work may include sudden changes in behavior, withdrawal, panic, crying, anger, hopeless statements, risky decisions, changes in attendance or a noticeable decline in work performance. These signs should not be ignored or automatically treated as attitude or performance problems.
3. What should a manager do if an employee is having a mental health crisis?
A manager should stay calm, focus on observable behavior, avoid diagnosing the employee and involve HR or appropriate workplace resources. If there is an immediate safety concern, the manager should seek urgent help. Offering EAP information, leave options or crisis resources can help connect the employee with support.
4. Do employees have to disclose addiction or mental health issues at work?
Employees do not have to share their full personal story at work. However, they may choose to disclose limited information if they need support, accommodations, leave or access to workplace resources. A trusted HR contact, manager or EAP counselor can be a helpful starting point.
5. Why should workplaces talk about recovery and mental health together?
Workplaces should talk about recovery and mental health together because employees do not leave these parts of themselves at the door. When employers understand the overlap between mental health, substance use and recovery, they are better equipped to respond with compassion, protect employee well-being and build healthier workplace cultures.
