59. Shielding Your Workplace from Drug-Related Risks
Prevent Crime, Ensure Safety, and Protect Your Reputation
Imagine this - A trusted employee is arrested for drug-related offenses, and rumours quickly spread throughout the workplace. Shortly after, other concerns arise -
Employees suspect drug transactions happening in or around the workplace.
Team members report that a colleague is behaving erratically, possibly under the influence.
Productivity drops as absenteeism and unexplained behaviour increase.
Management is unsure how to intervene without overstepping legal and privacy boundaries.
Drug-related criminal activity doesn’t just impact the individuals involved—it puts the entire business at risk. Unchecked, it can lead to -
Safety hasards for employees and customers.
Legal liability if criminal activity occurs on company premises.
A damaged business reputation if the issue becomes public.
Increased workplace tensions and fear among staff.
HR psychology tells us that employees involved in drug-related crime often display warning signs before the situation escalates. If ignored, their behaviour can endanger others, create a toxic work environment, and expose the business to legal consequences.
The challenge? How do you address drug-related criminal activity in the workplace while respecting employee rights and protecting the company?
The Solution – A Three-Part Approach - Detect, Intervene, and Prevent
Effectively managing drug-related criminal activity requires early detection, firm intervention, and proactive prevention measures. Here’s how to ensure a safe, compliant, and productive work environment.
1. Detect Drug-Related Criminal Activity Before It Becomes a Workplace Crisis
Since employees may hide their involvement in drug-related activities, leaders must recognise behavioural and environmental warning signs.
A. Recognise Common Signs of Drug-Related Activity at Work
Frequent unexplained absences or erratic work behaviour.
Cash transactions or suspicious interactions between employees.
Employees frequently meeting unknown visitors outside the workplace.
Paranoia, mood swings, or unpredictable aggression.
Unusual physical signs—weight loss, dilated pupils, shaking hands.
Red Flag - If multiple employees raise concerns about a specific individual, immediate intervention is necessary.
B. Identify High-Risk Situations for Workplace Drug Activity
Certain conditions increase the likelihood of drug-related criminal behaviour, including -
Workplaces with little supervision or security.
High-stress environments where employees may turn to drugs as a coping mechanism.
Employees with past legal issues related to substance abuse.
Job roles involving cash handling or access to high-value goods.
HR Psychology Insight - Employees who feel financially desperate or socially isolated may be more vulnerable to engaging in drug-related crime.
C. Establish Confidential Reporting Channels
To detect issues early, employees must feel safe reporting concerns -
Create an anonymous reporting system for suspicious activity.
Train managers to take concerns seriously and escalate appropriately.
Ensure whistleblowers are protected from retaliation.
Red Flag - If employees are afraid to report criminal activity, the workplace may already have a toxic culture of silence.
2. Intervene Swiftly and Legally to Address the Issue
Once concerns arise, business leaders must act responsibly, balancing workplace safety with legal compliance.
A. Conduct a Discreet Investigation Before Taking Action
Gather facts before making accusations.
Review security footage, attendance records, or transaction logs if applicable.
If necessary, engage HR professionals or legal advisors before confronting the employee.
HR Best Practice - False accusations can lead to lawsuits—evidence-based action protects both employees and the company.
B. Address Employees Suspected of Drug-Related Crime with Sensitivity but Firmness
Hold a private meeting to discuss observed behaviours or concerns.
Avoid direct accusations—focus on workplace impact.
Example - “We’ve noticed concerning changes in your behaviour and want to ensure everything is okay.”
If necessary, request drug testing in accordance with company policy and legal guidelines.
Red Flag - If the employee becomes aggressive, defensive, or refuses to cooperate, consider involving security or legal authorities.
C. Take Disciplinary or Legal Action Based on Severity
The company’s response must align with workplace policies and legal considerations -
Verbal or written warning – For minor concerns (e.g., unusual behaviour without criminal proof).
Suspension or termination – If workplace policies or safety are violated.
Police involvement – If criminal activity (e.g., drug dealing, theft, or violence) is confirmed.
HR Psychology Insight - Employees who receive structured intervention (e.g., counselling, rehab support) have a better chance of rehabilitation than those immediately terminated.
D. Protect Workplace Safety During and After Intervention
If there’s an immediate threat, involve security or law enforcement.
Ensure impacted employees feel safe returning to work.
Monitor workplace morale to prevent fear or retaliation.
Red Flag - If other employees fear retaliation for reporting concerns, reassure them through clear company actions and support policies.
3. Prevent Future Drug-Related Incidents with Strong Workplace Policies
Once an issue has been addressed, proactive measures ensure long-term workplace safety.
A. Implement a Zero-Tolerance Policy on Workplace Drug Activity
Clearly outline prohibited behaviours and consequences.
Ensure policies cover both on-site and off-site criminal activity.
Communicate policies consistently to all employees.
Red Flag - If employees aren’t aware of workplace drug policies, they may assume the company is lenient or unaware.
B. Provide Employee Assistance for Substance Abuse Prevention
Since many employees involved in drug-related crime struggle with addiction, offer -
Access to confidential rehab or counselling services.
Support for employees who voluntarily seek help.
Reintegration plans for employees who complete rehabilitation programs.
HR Psychology Insight - Employees are more likely to come forward about substance struggles when they trust that their job isn’t immediately at risk.
C. Conduct Regular Training for Managers and Employees
Educate managers on spotting early warning signs.
Train employees on workplace drug policies and consequences.
Encourage open dialogue about substance abuse prevention.
Red Flag - If managers are uncomfortable addressing drug-related concerns, workplace problems may go unnoticed.
Reflective Scenario – What Would You Do?
A team member is arrested for drug-related charges, and colleagues report suspicious activity at work. Some employees feel unsafe, while others worry about being unfairly associated with the issue.
Using the strategies above, you might -
Hold a meeting with leadership to assess the situation discreetly.
Review workplace security, policies, and any evidence of workplace-related activity.
Privately discuss concerns with the employee if they return to work.
Enforce disciplinary measures if company policy has been violated.
Provide employees with guidance on safety, reporting, and available support services.
By balancing workplace safety with legal compliance and employee support, businesses can protect their team while maintaining ethical leadership.
Golden Nugget - "A safe workplace starts with awareness, accountability, and a culture where employees feel protected—not afraid."
By detecting early warning signs, addressing issues professionally, and reinforcing workplace policies, SME leaders can create a secure, law-compliant, and supportive work environment for all employees.