Substance use disorder (SUD) is a catch-all term for the diagnosable mental disorder based on 11 different criteria and classified on a spectrum.  Different laws, employers, and recovery programs focus on alcohol, hallucinogens (such as LSD), opioids, stimulants (such as amphetamines, methamphetamines, and cocaine), cannabis, and tobacco.  Identifying the issue as substance use disorder instead more specific disorders such as alcoholism or opioid use disorder helps highlight that people have naturally different levels of vulnerability to substances.  Most people who struggle with substance use disorder have used different substances throughout their lives, so proper treatment involves understanding the bigger problem.  Finally, some substances have more stigma than others, such as methamphetamine versus marijuana or alcohol.

In general, no.  The law protects against this.  Your employer cannot fire you simply because you have a substance use disorder.  Your employer cannot justify firing you because of your employer’s biases and personal opinions of people struggling with substance use disorder.

Your employer has a duty to reasonably accommodate your disability. Reasonable accommodation means that if you can do the job, but you need some reasonable changes to the job because of your disability, your employer must work with you.  A reasonable change might be a regular time off each week for recovery meetings or doctor’s appointments, depending on your job.

If you are currently using illegal substances and are not in treatment or otherwise in recovery, the law may not protect you from discrimination in your employment, housing, or public assistance. However, the law always protects you for medical care under these circumstances. A medical professional may NOT deny you treatment because of a current substance use disorder.