Objection: Job Concerns

The Challenge

This is one of the most common objections, and it's rooted in legitimate fear. The client believes that seeking treatment means risking their livelihood. Your job is to remove this fear by introducing FMLA (Family Medical Leave Act) and showing them that they're legally protected.

The Script

"Have you been with your employer for over 1 year and do they have more than 50 employees?"

(If answer is yes.)

"Well that's easy. You're protected by the federal government under the Family Medical Leave Act. All we need to do is contact your HR department and let them know you have a medical emergency and need to take a leave of absence to take care of it. They will send you paperwork our doctors will fill out! That's it, your company won't ever find out the reason for the medical condition."

Why This Works

1. Qualify First

By asking about tenure and company size upfront, you're establishing whether FMLA applies. This shows you know what you're talking about and aren't making empty promises.

2. Instant Relief

"Well that's easy" — These three words defuse the tension immediately. What felt like an insurmountable barrier suddenly becomes a non-issue.

3. Federal Protection

Mentioning "federal government" and "Family Medical Leave Act" adds weight. This isn't a loophole — it's a legal right.

4. Privacy Guarantee

"Your company won't ever find out the reason" — This addresses the stigma fear. They're worried about being labeled as an addict at work. FMLA protects that privacy.

FMLA Qualification Criteria

Follow-Up Moves

If They Don't Qualify for FMLA

"Okay, so FMLA doesn't apply in your situation. But that doesn't mean you can't get treatment. Here's the reality: if you don't address this now, you're at risk of losing your job anyway — either through performance issues, showing up impaired, or worse. Most employers would rather have you take a few weeks to get healthy than continue down this path. Have you considered having a direct conversation with your employer about taking medical leave?"

If They're Self-Employed or Business Owners

"I get it — when you're running your own business, taking time off feels impossible. But let me ask you this: how much is your business worth if you're not around to run it? You're worried about two weeks of lost productivity. I'm worried about you losing the business altogether because you can't function. We've had business owners pause everything, get treatment, and come back sharper than ever. Your business will still be there. The question is: will you?"

The Performance Angle

Common Resistance Points

Client: "I don't want HR to know"

Response: "HR won't know the specific condition. FMLA paperwork just says 'medical leave.' Your diagnosis stays between you and the medical provider. That's federal law."

Client: "My boss will be suspicious"

Response: "People take medical leave all the time — surgery, health issues, family emergencies. You're not required to disclose details. And honestly, if your boss is paying attention, they probably already know something's off. This gives you a clean, legitimate reason to step away and come back better."

Client: "I'm in the middle of a big project"

Response: "I hear you. But ask yourself: are you performing at your best right now? Or are you just barely holding it together? Two weeks to get clear-headed and healthy could save that project. Pushing through while impaired is way riskier than taking a planned break."

What NOT to Do

Don't guarantee FMLA without confirming eligibility: Ask the qualifying questions first
Don't minimize the concern: "Oh, jobs are easy to find" — insensitive and unhelpful
Don't advise them to lie: "Just say you have COVID" — unethical and could backfire
Don't promise they can work remotely from treatment: That defeats the purpose of treatment
Don't let them delay indefinitely: "I'll go after this project" often becomes never

The Tie-Down Close

After explaining FMLA, lock in the commitment:

"So if your job is protected and your privacy is protected, the job isn't really the barrier anymore, right? The real question is: are you ready to take care of yourself so you can keep that job long-term?"

This reframe shifts the conversation from "I can't go because of my job" to "I need to go to save my job."

The Urgency Angle

If they're still hesitating, introduce urgency:

"Here's what I see happening: if you wait, the addiction gets worse. Your performance declines. Eventually, you either get fired or you quit because you can't handle it anymore. Or worse — you show up impaired and something serious happens. Taking two weeks now, while you still have your job and your health, is the smart move. Waiting until you lose everything? That's what everyone says they wish they hadn't done."

Verbatim Scripts from 572 Successful Calls

These exact phrases were used by top agents to overcome job concerns:

The Complete FMLA Flow (Tyler Glass)

"Yeah. So, I mean, you would qualify for FMLA, which is, like, federally protected. And what that would do too is you would kinda... your hands would almost be off of it. We have caseworkers at these facilities who are there for those reasons, help you with aftercare, to help you navigate that. So your job would be protected through FMLA."

Result: Caller responded "Okay. Perfect." and concern was resolved immediately.

The Job Tenure Question (Jake Smith)

"Absolutely. How long has he been over there at his job?"

(When caller says 5+ years...)

"So he has FMLA paperwork we can fill out for him and all that good stuff?"

Why it works: Asks qualifying question first, then immediately pivots to the solution. Shows expertise and preparation.

Removing the Paperwork Burden

Caller: "So do I need to get this from the job and bring it to you?"

Agent: "No. We will get that from them ourselves. So, yeah, super super easy process. We just wanna make sure that's taken care of, right, so that his job is covered."

Impact: Removes burden from caller, makes process feel effortless, emphasizes job protection.

Full-Service FMLA Support (Tyler Glass)

"Oh, no. Yeah. We try to make that... that's such a stressful thing, like, the fear of financial insecurity, you know, as we say. So, like, we try to take care of that for all of our clients. So, like, we'll handle his FMLA paperwork and reach out to his HR. We'll get his short term disability too. We'll do all of that."

Key technique: Names the fear ("financial insecurity"), then positions facility as full-service solution. Removes administrative burden completely.

The 12-Week Protection Script

"He can be off for up to twelve weeks. You know? No questions asked. They have to allow him to keep his job. It's a federal law."

Impact: Provides specific legal protection with authority. The phrase "federal law" carries weight.

The Inpatient vs. Outpatient Bridge

"For sure. How long has he been in his job currently?"

(After confirming 5 years...)

"Perfect. Okay. So, yeah, I would suggest inpatient. Like, on an outpatient level, you know, with his drinking, with what that looks like, you know, he'll definitely need medical clearance through a detox, which has to be inpatient. There's just no such thing as an outpatient detox."

Technique: Validates concern, then pivots to clinical reasoning while knowing FMLA removes the job barrier.

The Job Discovery Questions

These qualifying questions should be asked early to identify FMLA eligibility:

"How long have you been at your job?"

If 12+ months: FMLA likely applies. Proceed with confidence.

"How long has he been with his current employer?"

For loved-one calls. Same qualification threshold.

"Is that through an employer or is that through the state?"

Insurance type question that naturally leads to job discussion.

The Performance Reality Reframe

When they're still hesitant, use this powerful reframe from the data:

"You know, you can't do your job well if you're not sober. I mean, I guess you can, but I wouldn't recommend it."

Why it works: Gently points out the reality without lecturing. The self-correction ("I guess you can, but...") feels honest rather than preachy.

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