How To Deal With Workplace Substance Abuse: A Complete Guide For HRs
Substance abuse not only destroys the health of employees and their work performance but also costs companies billions of pounds. Recent years have seen a rise in substance use and misuse in the workplace.

To alleviate an issue or deal with it effectively, a profound understanding is required. Since it is a rising problem, the human resource department needs to gain more information about it to tackle it efficiently.

Alarming Statistics
The statistics around substance abuse in the workplace are quite shocking. Take a look at some of the important ones:
● Of the people who use/abuse substances, 70% are in full employment positions.
● The highest rate of drug abuse is seen in the food preparation and serving industry
● The annual cost of drug abuse to businesses is around 100 billion pounds
● Every year, 3% of employees (around 3 million people) go to work under the influence of substances
● About 60% of poor performances are related to substance abuse
● Substance use/ abuse contributes to 40% of workplace accidents
The Impact of Substance Abuse in the Workplace

Although typically the focus is on the financial losses to businesses arising due to substance use/abuse, subjective losses are equally detrimental. Here are some of the other ways in which substance abuse impacts a business:

● Lowering of productivity
● Increase in absenteeism
● Increase in accidents and injuries
● Fatal accidents and premature deaths
● Deterioration of morale
● Increasing conflicts
● High turnover

Recognizing the Signs of Substance Abuse
HR representatives and professionals should watch out for these signs of substance abuse:

● Excessive absenteeism
● Unexplained and frequent short absences
● Physical signs (Example: slurred speech, dilated pupils, frequent sniffling, etc)
● Rise in accidents
● Violent behaviour, increase in conflicts, or poor conduct
● Frequent mistakes in work and declining performance
● Isolation
● Lack of discipline
● Lack of focus and interest
● Poor hygiene
● Mood swings and personality changes
● Substance-related paraphernalia (syringes, razor blades, cotton swabs, cigarette wrapping papers)

Drug testing programs prove very effective in creating drug-free workplaces. These programs are also effective for detecting and getting to the root of the issue.

Preventing Workplace Substance Abuse
Prevention is always better than having to deal with the problem and its consequences later. The HR department can take the following steps to prevent substance abuse in the workplace:

● Educate employees about substance abuse, its productivity hazards, and health risks through seminars and informative materials
● Develop and implement a holistic wellness program that can help employees manage their stress, pain, weight goals, and so on
● Communicate the company policies on substance abuse clearly at the time of onboarding and regular intervals. Such policies should be support-oriented but also highlight the possibilities of disciplinary actions. Obtain clear acknowledgement from the employees about awareness and acceptance of substance abuse policies.
● Provide Employee Assistance Programs (EAPs) and encourage employees to utilise them
● Fair drug screening while hiring and regular drug testing (with permission and reasons) in the workplace
● Train supervisors to recognize the signs of substance abuse

Tackling Workplace Substance Abuse:
Substance abuse will harm not only the person involved but also possibly the people around. If substance use/abuse is detected in the workplace, dealing with it is a priority for the HR department.

● Addressing the issue: The HR department should be very cautious before and while addressing substance abuse cases. An employee must not be suspected of substance abuse based on isolated symptoms alone like bloodshot eyes (which could very well be a symptom of allergies). If it is confirmed that an employee is struggling with an addiction, then the HR department needs to approach the employee in a supportive and confidential manner. It is important to discuss the concerns and understand the perspective of the employee. The HR department can provide options for treatment and discuss them with the employee.

● Consider possible actions: The actions taken by the HR department will depend on their previous experiences with the employee, actions taken in similar cases, and the severity of the case. In a low-severity case, the employee may be able to turn life around with outpatient rehabilitation programs. If the employee is in a safety-critical job position, it might be best to transfer the employee to other work, at least temporarily. The employee can be given reasonable time off if they need to be admitted to a rehab clinic so that the company does not lose a talented employee.

● Refer the employee to treatment programs: With the consent of the employee, the HR department can enlist the help of experts in the field. It is a good idea to refer the employee to clinics or centres that help combat addiction. Centres like Rehab Guide can assist in finding the most suitable treatment program and clinic. For instance, they could help get an employee admitted to a reliable clinic for alcohol rehab in London.

● Monitor progress and follow-up: Addiction relapse is possible even after a successful rehabilitation program. A relapse has the potential of crushing a person’s motivation to try and in severe cases, the will to live. Through recovery and beyond, the HR department should try to extend support to the employee. Monitoring the progress of treatment and following up with the employee is essential.
What to Avoid When Dealing with Workplace Substance Abuse
When dealing with substance abuse cases, the HR department needs to be cautious about avoiding these:

● Dismissal without providing help and fair treatment
● Excessive criticism and harsh talk
● Toxic fear-based tactics
● Non-constructive behaviour like arguing and making irrational demands
● Making assumptions and judgements
● Misguided kindness
● Delayed support and action
● Failing to follow up

Key Takeaways

● The implications of substance abuse on the health, performance, and life of employees are serious.
● A substance abuse policy developed in consultation with health representatives, top management, and employees could prove very beneficial for the company.
● The HR department should try to keep the lines of communication open so that employees can ask for help when they need it.
● Consent should be obtained for drug screening and testing.
● The HR department should encourage employees to seek the help of specialists when they need it.
● An employee struggling with an addiction should be treated like a human being with a medical condition, and provided with the necessary support.