57. Workplace Substance Abuse - Addressing & Managing the Issue
Keep Your Team Safe, Productive, and Supported
Imagine this - An employee arrives at work under the influence of alcohol or drugs, slurring their words and behaving erratically. Other employees notice the problem but are unsure how to react. Over time, patterns emerge -
Frequent absenteeism and unexplained lateness.
Declining performance, missed deadlines, and increased workplace errors.
Strained relationships with colleagues and managers.
Safety risks, especially in physically demanding or high-risk roles.
Substance abuse at work is a serious issue that can lead to safety hazards, decreased productivity, and legal liability for the employer. If not handled correctly, it can create a toxic workplace culture, enable further substance misuse, and damage the company’s reputation.
HR psychology tells us that employees struggling with substance abuse often hide their issues due to fear of judgment or job loss. Without intervention, their condition worsens, affecting their performance, health, and relationships.
The challenge? How do you address substance abuse at work in a way that ensures safety while supporting affected employees through appropriate intervention?
The Solution – A Three-Part Approach - Identify, Intervene, and Prevent
Effectively managing workplace substance abuse requires early identification, structured intervention, and proactive prevention strategies. Here’s how to balance employee well-being with workplace safety and compliance.
1. Identify Signs of Substance Abuse Before It Escalates
Since employees may try to hide their substance use, managers and HR professionals need to recognise warning signs early.
A. Recognise Common Indicators of Substance Abuse
Physical signs – Bloodshot eyes, unsteady movements, slurred speech.
Behavioural changes – Mood swings, irritability, paranoia, or withdrawal from colleagues.
Work performance issues – Increased mistakes, forgetfulness, difficulty concentrating.
Frequent unexplained absences – Calling in sick often, showing up late, disappearing for long breaks.
Smell of alcohol or unusual behaviour – Acting erratically, difficulty following instructions.
Red Flag - If an employee frequently exhibits multiple signs of impairment, a deeper investigation is necessary.
B. Distinguish Between One-Time Incidents and Ongoing Problems
One-time incidents (e.g., an employee smells of alcohol after a social event) may require a warning but not immediate action.
Ongoing substance abuse that affects work performance or safety must be formally addressed.
HR Psychology Insight - Employees with substance abuse problems often deny or minimise their behaviour—it’s essential to approach the situation with facts rather than accusations.
C. Ensure That Managers Know How to Report Suspected Substance Abuse
Supervisors should document observations discreetly and confidentially.
Reports should focus on behaviour and performance, not personal judgments.
HR must handle all concerns professionally, ensuring employee rights are respected.
Red Flag - If multiple employees report concerns about the same individual, there is likely a serious issue that requires immediate intervention.
2. Intervene Effectively to Protect the Business and Support the Employee
Once substance abuse is identified, swift and structured intervention is necessary.
A. Hold a Private and Supportive Conversation
Choose a neutral, private setting to avoid embarrassment.
Present factual observations rather than accusations.
Example - “We’ve noticed increased absences and difficulty focusing. We want to understand if there’s an issue affecting your performance.”
Encourage honesty while reinforcing workplace expectations.
Example - “Our company prioritises safety, and we cannot allow impairment at work. However, we are willing to offer support if you need help.”
HR Best Practice - Employees are more likely to admit struggles when approached with empathy rather than punishment.
B. Enforce Workplace Policies While Offering Support
A clear drug and alcohol policy should be in place that -
Defines workplace substance abuse expectations (e.g., zero tolerance for on-site use, rules for prescription medication).
Outlines testing procedures for suspected cases.
Includes disciplinary actions while also offering support programs.
Red Flag - If the policy is unclear or inconsistently enforced, employees may assume substance use is tolerated.
C. Provide Access to Employee Assistance Programs (EAPs)
For employees struggling with addiction -
Offer confidential counselling services or rehab referrals.
Allow medical leave if needed for recovery.
Create a structured return-to-work plan with performance expectations.
HR Psychology Insight - Employees who receive employer-supported treatment are more likely to recover and remain productive than those who face immediate termination.
3. Prevent Substance Abuse Issues Through Proactive Workplace Policies
Long-term prevention requires a combination of education, clear policies, and a supportive workplace culture.
A. Establish a Strong Workplace Drug and Alcohol Policy
Make expectations clear from the start (during hiring and onboarding).
Regularly remind employees of substance use policies.
Ensure managers are trained to enforce policies fairly and consistently.
Red Flag - If employees feel substance abuse policies are only enforced selectively, trust in leadership will decline.
B. Implement Regular Awareness and Wellness Programs
Offer training on the impact of substance abuse on workplace safety.
Host wellness initiatives that promote physical and mental health.
Encourage an open-door policy where employees can seek help without fear of punishment.
HR Psychology Insight - Employees are less likely to engage in substance abuse when they feel valued, supported, and have access to mental health resources.
C. Use Testing and Monitoring Where Necessary
For safety-sensitive industries (e.g., construction, transportation), drug and alcohol testing may be required -
Pre-employment testing for high-risk roles.
Random or post-incident testing for employees in safety-critical jobs.
Testing after reasonable suspicion of impairment.
Red Flag - If testing is implemented without proper communication, it may be seen as punitive rather than protective.
HR Best Practice - Testing policies must be legally compliant and applied fairly to avoid discrimination claims.
Reflective Scenario – What Would You Do?
A warehouse employee is caught drinking alcohol on-site, violating company policy. Colleagues report that this isn’t the first time, but the employee is also a hard worker and a valued team member.
Using the strategies above, you might -
Privately discuss the incident with the employee, allowing them to explain.
Reinforce company policies on alcohol use at work.
Offer access to counselling or an EAP if the employee expresses a need for help.
Determine whether disciplinary action (e.g., suspension or termination) is appropriate based on severity and past behaviour.
Ensure ongoing support and monitoring to prevent recurrence.
By balancing accountability with support, you protect the company while giving employees the opportunity to recover and succeed.
Golden Nugget - "Workplace safety and integrity come first—but with the right support, employees struggling with substance abuse can recover and thrive."
By identifying substance abuse early, enforcing policies fairly, and offering professional support, SME leaders can maintain a safe workplace while helping employees regain control over their lives.