Addiction is becoming more and more commonplace in society. In fact, across the UK over 150,000 people started treatment for drug or alcohol problems between 2023 and 2024, while that figure is much higher for the number of people not getting treatment.
Around 30 million people in the UK drink alcohol weekly, with over 300,000 drug users, so it’s fair to say the issue extends way beyond just the people entering alcohol and drug rehab. So, as employers we need to be aware of that.
Particularly as addiction can have a big impact on the workplace too, with it leading to reduced productivity, increased absenteeism, strained relationships as well as potential safety risks too, so having a structure in place to address the problem of addiction is key.
If you’re a business owner who wants to do more around addiction and find the right ways to address it, then here’s all you need to know…
Understanding Addiction in the Workplace
The first step is to actually understand addiction in the workplace. It could involve alcohol, illegal drugs or even prescription medication, while behavioural addictions like gambling or social media are also becoming more commonplace. There aren’t always obvious signs, but over time you may start to notice issues in performance, changed behaviour or relationships being damaged as a result.
What’s really important is to address a person’s addiction as a health issue rather than any kind of moral failing. Because that’s what it is. It’s a complex condition that will often require professional treatment and consistent support. It is more than possible to be compassionate and proactive, while also safeguarding the interests of the business.
Recognising the Signs of Addiction
As part of understanding addiction, it’s a good idea to get to grips with the common signs and being able to spot them. Among these could include:
- Frequent absenteeism or unexplained sick leave
- Decline in work performance or missed deadlines
- Changes in mood or behaviour, such as irritability, anxiety, or withdrawal
- Accidents or safety incidents, particularly in safety-critical roles
- Unreliability or forgetfulness
- Physical signs such as fatigue, poor personal hygiene, or slurred speech
While these are common signs, it’s also important not to jump to conclusions as the above could also relate to other personal or medical issues.
Creating a Supportive Workplace Culture
One of the best steps you can take to address addiction is to create an environment and workplace culture that promotes wellbeing and the ability to reach out when in need. To do this you might want to consider:
- Developing clear policies on substance misuse and addiction, which outline expectations, consequences, and available support.
- Providing education and training to raise awareness among managers and employees about addiction and its effects.
- Encouraging open communication so employees feel safe to disclose issues without fear of stigma or punitive action.
- Promoting work-life balance and access to stress management resources, as high levels of stress can contribute to addiction.
By creating such a structure, you’ll encourage employees to reach out when they need help and prevent addiction developing, while managing it effectively when it does.
Intervening When Concerns Arise
Naturally, it may get to a point where intervention is required, so having a process in place can make this much easier to tackle.
When an addiction issue is suspected, it’s crucial to handle the situation with sensitivity, confidentiality, and respect. Employers should:
- Prepare for the conversation: Gather any relevant facts and ensure that discussions are held privately.
- Express concern, not judgement: Focus on observed behaviours and how they are affecting work, rather than making personal accusations.
- Offer support: Provide information about available resources, such as employee assistance programmes (EAPs), counselling, or rehabilitation services.
- Be clear about expectations: While offering support, it’s also necessary to explain any performance standards that must be met and the consequences of continued issues.
- Document conversations and agreed actions: Ensure clarity and consistency.
Providing Access to Professional Help
If an employee has a route to help, then they are much more likely to be open with you as an employer. Many organisations these days offer employee assistance programmes, which can provide counselling and referrals to treatment programmes that they may need. This can be a real turning point for people and can actually be life-saving.
There are many options that can be offered to employees, from flexible working arrangements to temporary leave, or even treatment and recovery time with a phasing back into work afterwards.
Balancing Compassion with Business Needs
Finally, while it is important to support employees who are living with addiction, you do also need to consider the business. The wider needs of the business and other employees needs to be taken into account, particularly when it comes to matters of safety. If that’s compromised then you may need to take immediate action.
It’s important to have clear policies in place that are applied consistently in such cases, which makes sure that any difficult decisions that have to be made are done so fairly and legally, covering yours and your business’ back.
Naturally, you want to make sure that employees get the help they need and creating an environment that encourages them to do so is key, and will hold your business in good stead and leave your employees feeling valued.
