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Bill

A 10223

Establishes the "recovery ready workplace act"

2025 Regular Session Introduced by Harry Bronson and 13 co-sponsors

Establishes a state program to certify Recovery Ready Workplaces that prevent SUDs, support treatment and recovery, ensure benefits parity, and reduce workplace stigma.

REPORTED REFERRED TO WAYS AND MEANS
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Bill Summary · A 10223

Overview

  • Bill: A 10223 (2025-2026 Session, New York)
  • Title: Recovery Ready Workplace Act
  • Primary objective: Establish a formal program to create and certify “recovery ready workplaces” (RRW) that prevent workplace factors contributing to substance use disorders (SUDs), support prevention and treatment, reduce stigma, and promote recovery among employees.
  • Status: Introduced February 12, 2026; referred to Alcoholism and Drug Abuse; later reported and referred to Ways and Means. Effective date: 180 days after becoming law.

Main Purpose and Intent

  • To develop a state-administered program (in coordination with the Office of Addiction Services and Supports and the Department of Labor) that helps employers prevent SUDs in the workplace, support employees in treatment and recovery, and reduce barriers to seeking care.
  • To certify employers as “Recovery Ready Workplace” (RRW) and require certain criteria and ongoing commitments to maintain certification.

Key Provisions and Changes

Definitions (Section 32.40)

  • Provides explicit terms, including:
    • Employer, Employee
    • Lived experience (first-hand experience with mental health and/or substance use disorders)
    • Opioid use disorder (OUD) and SUD
    • Prevention, Recovery, Recovery Ready Workplace (RRW)
    • Recovery Ready Workplace Advisor and Certified Peer Support Advocate (peer specialists)
    • Workplace and confidentiality standards
  • Defines RRW as a program that prevents exposure to factors causing or perpetuating SUDs while lowering barriers to care and reducing stigma.

RRW Program Establishment and Administration (Section 32.40(b))

  • The Office of Addiction Services and Supports (OASAS), in consultation with the Department of Labor, must establish and oversee the RRW program.
  • Requirements include:
    • A process for employers to apply to participate or be certified
    • An orientation/training for employers on SUDs, prevention, treatment, recovery, and resources
    • Ongoing consultation, technical assistance, and training for participants and current RRW employers
    • Outreach to stakeholders (employers, labor unions, recovery organizations)
    • A dedicated RRW program webpage with resources

Certification Criteria (Section 32.40(c))

  • OASAS regulations must set criteria for certification, including:
    • Signed letter of interest and written declaration to employees
    • Collaboration with employees, labor unions/bona fide labor organizations, recovery community organizations, and officials
    • Proactive prevention addressing workplace hazards and stress related to misuse
    • Availability of naloxone onsite and training on overdose response
    • Support for injured workers to avoid substance misuse
    • Training for supervisors, management, employees, and union officials
    • Providing resources and information to employees
    • Connection with a recovery community organization within six months of certification
    • Addressing workplace culture to promote health, wellness, and work-life balance; supporting treatment and appropriate disability leaves
    • Health benefits that cover SUD treatment, medications for OUD, aftercare, and counseling
    • Parity in mental health and SUD benefits with physical health benefits (per parity laws)
    • Workplace accommodations for employees in recovery and adherence to laws
    • Confidentiality provisions to protect employees seeking services

Employer Responsibilities and Process (Section 32.40(d))

  • Employers must develop the RRW plan in collaboration with the relevant labor representative (where applicable) or with meaningful employee participation.
  • Encouraged to form multi-stakeholder committees or task forces; labor unions to select employee members if applicable.
  • Lived experience participation: Invite individuals with lived experience to participate in plan development and annual review while maintaining confidentiality.
  • Update drug and alcohol policies within one year of certification; policies reviewed annually with the RRW committee.
  • Periodic evaluation and improvement of access to treatment and recovery resources, including benefits parity.

Relationship to Existing Law (Section 32.40(e))

  • Nothing in the act diminishes or alters rights or benefits under other laws, regulations, or collective bargaining agreements.

Who is Affected

  • Employers across various industries that choose to pursue RRW certification.
  • Employees, including those with lived experience, who may benefit from enhanced prevention, support, and confidentiality.
  • Labor unions and bona fide labor organizations representing workers.
  • Recovery support organizations and community-based recovery advocates.
  • Health benefits providers and insurers, due to required parity and coverage for SUD treatment and recovery services.

Procedural and Timeline Aspects

  • Implementation: After the act becomes law, there is a 180-day period before the act takes effect.
  • Certification process: Employers apply, collaborate with stakeholders, and meet the defined criteria; multi-stakeholder committees and lived-experience input are encouraged.
  • Ongoing obligations: Regular policy updates, annual policy reviews, continued access to recovery resources, and continued compliance with parity in benefits.

Potential Impacts and Considerations

  • Positive impacts:
    • Increased access to treatment and recovery resources for employees
    • Reduced stigma around SUDs in the workplace
    • Improved workplace safety and productivity through prevention and early intervention
    • Stronger collaboration among employers, unions, and recovery organizations
  • Considerations:
    • Administrative burden on employers to develop and maintain RRW plans and comply with certification criteria
    • Need for clear guidance and resources from OASAS and the Department of Labor to assist employers
    • Privacy and confidentiality protections for employees seeking treatment or disclosing lived experience

This summary provides an accessible, nonpartisan overview of the Recovery Ready Workplace Act, outlining its purpose, core provisions, affected parties, and key timelines.

Compiled from official sources — confirm details with the bill’s official record.

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