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Addiction is a significant workplace issue that affects businesses of all types and sizes. Addiction can impact employee wellbeing, workplace safety, productivity, attendance and team morale, yet many employers feel uncertain about their legal responsibilities and how best to support affected employees.
Here we will look at some of the ways you can recognise addiction in the workplace and respond appropriately as a responsible employer…
What Is Addiction?
The NHS defines addiction simply as ‘not having control over doing, taking or using something to the point where it could be harmful to you’.
Addiction is a complex health condition that is connected to compulsive behaviour and even changes in the way the brain functions. Addiction is not a choice and is not down to a simple lack of willpower.
How Common Is Addiction in the Workplace?
It’s difficult to get precise figures, but nearly a fifth of adults drink at ‘hazardous levels’ while 6.5% of adults in employment have exhibited signs of drug dependence.
How Does Addiction Develop?
Lots of different factors can lead to developing addiction.
- Mental health difficulties
- Trauma
- Financial concerns
- Stress
- Relationship problems
- Chronic pain and prescription medications
- Social drinking cultures
Workplace stress specifically can also contribute. According to the charity Alcohol Change, nearly two-thirds of UK workers report drinking alcohol for work-related reasons.
How Addiction Can Affect Workplace Performance
Addiction and substance misuse can lead to a number of issues, including:
- Reduced productivity
- Poor concentration
- Missed deadlines
- Increased mistakes
- Lower work quality
- Reduced motivation
The Impact of Addiction on Workplace Safety
Impaired judgement, slowed reaction times, and fatigue could increase the risk of accidents or mistakes that could put the employee and others in danger. The risks can be even greater if there is also substance misuse at work.
The risks can also be greater in certain industries and workplaces, such as those involving driving, construction, manufacturing or healthcare.
Recognising Signs That May Indicate Addiction
- Increased absenteeism
- Frequent lateness
- Complaints from colleagues or clients
- Unexplained disappearances during work hours
- Mood swings
- Changes in behaviour
- Declining performance
- Changes in appearance
These signs do not automatically indicate addiction and should never be viewed in isolation.
Alcohol and Drug Misuse in the Workplace
Alcohol-related problems can be difficult to identify due to social acceptance and workplace drinking cultures. There is a whole spectrum of drinking behaviours that may be considered problematic without necessarily involving dependency or addiction.
Drug use in the workplace can be a serious issue and can include the misuse of prescription drugs as well as illicit substances.
Drug and alcohol misuse can have a number of serious impacts, such as affecting attendance, performance, decision-making and workplace relationships.
Employer Responsibilities Under UK Law
Under the Health and Safety at Work Act 1974, employers must ensure a safe workplace for all, which may also involve taking steps if an employee’s substance misuse is a risk to themselves, colleagues or the public.
However, the HSE points out that drug and alcohol dependence are recognised medical problems and that someone who is misusing drugs or alcohol has the same rights to confidentiality and support as they would if they had any other medical or psychological condition.
Should Employers Have a Drug and Alcohol Policy?
Clear policies are useful for protecting both employers and employees. Having one in place for substance misuse at work should cover areas such as:
- Expectations regarding substance use
- How to report concerns
- Support available
- Disciplinary processes
How to Approach an Employee You Suspect Has an Addiction
As already noted, employees with addictions have the same right to confidentiality and support as anyone else.
It is important to choose an appropriate setting to ensure confidentiality and to focus on observed behaviours rather than assumptions. Try to avoid judgemental language and provide empathy.
Supporting an Employee Through Recovery
The HSA recommends encouraging them to get help from their GP or an appropriate specialist drug or alcohol service, as well as referring them to your organisation’s occupational health service.
An Employee Assistance Programme (EAP) can be very valuable. It’s a type of benefit that’s funded by the employer, and it provides employees (and sometimes their families also) with short-term support to help with things like flexible working arrangements, time off for treatment, phased returns to work and ongoing wellbeing support.
When Is Disciplinary Action Appropriate
It is generally better for all parties to offer support and retain existing personnel. The benefits of creating a recovery-friendly workplace can include improved employee well-being, motivation and productivity, as well as reduced recruitment costs.
Sometimes, there might be occasions where misconduct, concerns about safety and a repeated refusal to engage with the support being offered can require formal action. Company procedures and HR advice will need to be followed, and each case will need to be assessed individually.
When Should an Employer Encourage Professional Treatment?
Specialist addiction treatment may be necessary in cases such as when there is an observation of escalating substance use, repeated workplace concerns and safety risks. As well as problems at work, addiction can lead to significant physical and mental health impacts, so it really is in all parties’ best interests to address any issues.
Professional treatment could include detoxification and a range of evidence-backed therapies. Treatment can be delivered on an outpatient basis, but holistic residential rehab programmes are often the best option for a full and long-lasting recovery.
Addiction can have a major impact on employees, employers and workplaces alike and should be approached as a health issue requiring understanding, clear boundaries and appropriate support.
Employers should seek specialist guidance when supporting employees affected by addiction, but clear workplace policies, early intervention and professional treatment where needed can all help to achieve the best results for all parties.
