Substance Abuse in the Workplace: How Employers Can Help

Substance abuse has become more prevalent in society and as a result it’s had a huge impact on the workplace.

Levels of addiction across many industries are high, and it’s causing many dilemmas for business owners and managers on what to do.

The Impact of Substance Abuse in the Workplace

The impact it can have on businesses is huge and wide-ranging. On the one hand, reduced productivity is hugely commonplace, while it’s also leading to a rise in absenteeism, as well as strained relations among colleagues.

On a more serious note, it can lead to workplace accidents and injuries and put those under the influence and those around them at significant risk. All of this can have a deep impact on the business and ultimately lead to a loss of staff, finances and even reduce the chance of things such as legal action. Therefore it’s so important to tackle substance abuse in the workplace head on.

Recognising the Signs of Substance Abuse

To do that, of course, businesses must actually recognise the signs of substance abuse among staff. There are many common indicators, which can include:

• Frequent absenteeism or unexplained disappearances during work hours
• Declining performance and frequent errors
• Erratic behaviour, mood swings, or increased aggression
• Poor personal hygiene and dishevelled appearance
• Smell of alcohol or other substances on breath or clothing
• Excessive tiredness or lethargy

However, it is incredibly important to approach the signs with sensitivity and discretion. Accusations can be damaging, particularly without evidence, while you also may want to support staff rather than cause further harm to them.

Developing a Comprehensive Workplace Policy

What you should really consider is building out a well-structured substance abuse policy that will clearly outline the business’ stance on drug and alcohol use.

This could include:

• Prohibited substances and acceptable behaviour
• Testing protocols and procedures
• Disciplinary actions for policy violations
• Support options available to employees
• Confidentiality measures to protect employees’ privacy

It’s then important to make your staff aware of the policy and provide any training sessions or refreshers to ensure people stay up to date.

Encouraging a Supportive Workplace Culture

One of the ways in which businesses often fall down is by taking a punitive approach rather than a supportive one. The likes of alcohol and drug abuse is a disease and businesses should promote a culture of support and rehabilitation as a result.

Those suffering shouldn’t be also fearing job loss, this may only prevent them from seeking help. You should encourage open and honest discussions around mental health and addiction, as well as providing resources to help them get the likes of alcohol rehabilitation treatment.

You should look to train managers to handle substance abuse cases, while also making it clear that the business is here to help.

Offering Workplace Assistance Programmes

A part of that can be introducing Employee Assistance Programmes. EAPs are a great way to help workers cope with addiction and other personal issues as they can provide counselling services, resources around stress management, referrals to rehab programmes and financial advice.

By offering these services, you are demonstrating a commitment to employee wellbeing, as well as protecting your business by offering solutions to the negative impact addiction can have on it.

Implementing Drug and Alcohol Testing

If you are a business where safety is incredibly important, such as construction, healthcare, transportation and manufacturing, it could be worth implementing drug and alcohol testing.

While a controversial implementation, it can ensure staff, and potentially the public and customers, are safe, as well as acting as a deterrent for turning up to work under the influence.

However, if you are going to take this step, you should do this fairly and respect employees rights and privacy. You should also communicate clearly and include it within company policy.

Supporting Employees in Recovery

Finally, employees recovering from substance abuse should not be stigmatised but instead supported in their rehabilitation journey. Employers can assist by:

• Allowing flexible work arrangements for those attending treatment
• Providing return-to-work programmes with gradual reintegration
• Assigning workplace mentors or support groups
• Ensuring non-discrimination policies protect employees in recovery

A compassionate approach increases the chances of successful rehabilitation and helps businesses retain valuable employees.