Across the United States, millions of individuals are rebuilding their lives after battling addiction or spending time in prison. While many have completed treatment or served their time, they often face one final, and critical, barrier: finding employment.
At Balanced Life Ministry, every redeemed life deserves a fresh start, and that includes the opportunity to work with dignity and purpose. We’re not a recovery program; we walk with people after the program, in the trenches of reentry, transition, and reintegration. One of the most impactful ways our community can support this transformation is by opening doors to employment opportunities.
If you’re a business owner, HR professional, pastor, or hiring manager, this guide is for you. We’ll explore why hiring people in recovery matters, what you should know legally and practically, and how offering someone a second chance may just be the best decision you ever make.
The Case for Second-Chance Hiring
1. There’s a Business Need
The labor market is tight, especially in construction, food service, logistics, manufacturing, and skilled trades. Many employers report high turnover rates, difficulty in finding reliable staff, and rising labor costs.
People in recovery, or transitioning out of incarceration, are often overlooked despite being ready, willing, and eager to work. When appropriately supported, these individuals frequently outperform their peers in terms of retention and loyalty.
Data Point
According to the Society for Human Resource Management (SHRM), 82% of managers say the quality of workers with criminal records is as good or better than that of workers without.
2. It Reduces Recidivism and Relapse
Stable employment is one of the most important protective factors against both re-offense and relapse.
By providing a job, you’re not just giving someone a paycheck; you’re giving them a community. That’s why ministries like ours partner with employers: we disciple individuals spiritually, while employers help shape their future practically.
Common Employer Concerns, And How to Address Them
Concern 1: “Will they be reliable?”
While it’s fair to have concerns, many people in recovery are highly motivated to prove themselves. They often value the opportunity more than someone who’s never lost it.
Tip
Partner with ministries like Balanced Life to receive ongoing support for the employee. We don’t just drop people into jobs; we walk alongside them to help them succeed.
Concern 2: “Is it legal to ask about addiction or criminal history?”
Laws vary by state, but in general:
- Addiction is considered a protected disability under the Americans with Disabilities Act (ADA) if the person is no longer actively using.
- Ban the Box laws in many states prohibit asking about criminal history on initial applications.
You can still conduct background checks and reference interviews, but ensure transparency, consistency, and equity in your process.
Concern 3: “Will my other employees be comfortable?”
Start with education. Share your “why” with your team, that you’re committed to giving people a fair shot and that they’ll have support. When done well, second-chance hiring actually improves team culture by modeling forgiveness, grace, and accountability.
What Makes a “Recovery-Friendly” Employer?
If you’re considering hiring people in recovery, here are some ways to set them up for success:
Flexible Scheduling for Appointments
Recovery often includes support group meetings, probation check-ins, or therapy. Employers who allow flexibility during the workweek build trust and stability.
Clear Expectations
Set firm boundaries and expectations. People in recovery thrive with structure. Outline job responsibilities, attendance expectations, and consequences clearly from the start.
A Culture of Encouragement, Not Shame
Many people in recovery struggle with guilt or self-doubt. A work environment that is grace-filled but professional helps them develop confidence and dignity.
A Willingness to Partner
You don’t have to do it alone. Partnering with ministries like Balanced Life provides accountability, mentorship, and spiritual support for both you and your employee.
Why This Matters: Faith Meets the Workforce
For churches and Christian business leaders, hiring someone in recovery is more than a business decision; it’s a Kingdom one.
The Bible is full of people with broken pasts who were entrusted with great futures:
- Moses was a murderer.
- Rahab was a prostitute.
- Paul persecuted Christians.
God doesn’t call the qualified; He qualifies the called. As Christians, we’re called to see people as God sees them, not as the world labels them.
“Therefore, if anyone is in Christ, the new creation has come: The old has gone, the new is here!”
– 2 Corinthians 5:17
Stories of Transformation: Real People, Real Jobs
Here at Balanced Life Ministry, we’ve witnessed firsthand the transformation that happens when someone is given a second chance at work:
Daniel’s Story
After serving time for drug-related charges, Daniel came to our transitional housing program with nothing but a backpack. Through our discipleship program and a local construction job, he began to rebuild, literally and spiritually. Today, Daniel leads a crew of his own and mentors others who are just starting their journey.
Lisa’s Story
Lisa graduated from a recovery program and joined a local coffee shop committed to second-chance hiring. Her manager saw her heart for people and promoted her to shift lead within 6 months. She now runs volunteer outreach events through the shop, giving back what was given to her.
These aren’t isolated stories. They’re proof that when employers say “yes” to redemption, communities change.
Frequently Asked Questions
Do I Need To Provide Special Training Or Resources?
Not necessarily, but patience, grace, and clear expectations go a long way. Some ministries (like ours) offer coaching and ongoing mentorship to make your experience smoother.
Can My Business Get Any Financial Incentives?
Yes! The Work Opportunity Tax Credit (WOTC) provides incentives to employers who hire individuals from specific groups, including those who have been formerly incarcerated.
What If Things Don’t Work Out?
That’s a reality with any employee. The goal is not perfection, but progress. With support, most people in recovery respond well to feedback and redirection.
Tips to Get Started
Pray About It
Ask God if He’s calling your business or ministry to become a place of restoration.
Partner With A Ministry
Don’t go it alone. Balanced Life Ministry is here to walk with you.
Update Your Job Description
Remove unnecessary barriers, such as “no criminal history,” unless required by law.
Educate Your Team
Share stories of success, discuss boundaries, and offer space for questions.
Celebrate Wins
Recognize milestones and growth. Recovery is a journey worth celebrating.
Many Stories. One Mission.
Hiring someone in recovery isn’t just about filling a position; it’s about helping write a new chapter in someone’s life. At Balanced Life Ministry, we believe that the church, local businesses, and ministries all have a role to play in restoring lives, strengthening families, and uniting the body of Christ.
Your willingness to offer a second chance may be the very thing that helps someone embark on lasting transformation, both in their work and in their faith.
“He has sent me to bind up the brokenhearted, to proclaim freedom for the captives and release from darkness for the prisoners…”
– Isaiah 61:1
Join Us in the Work of Restoration
Are you a business owner, hiring manager, or ministry leader interested in partnering with Balanced Life Ministry? We’d love to connect.
- Visit us at www.balanced-life-ministry-afxhvst.bwpsites.com
- Read more stories and resources on our blog
- Contact us to learn about hiring, volunteering, or supporting our mission.
Many stories. One mission. Help us be a part of someone’s second chance and their first steps into lasting transformation.
