Learn some of the best ways to help your staff who are struggling with addiction or recovery in the workplace. Find out how to offer assistance, respect, and accommodations.

Find out if your EAP offers a monitoring program to provide accountability, support and access to resources. These programs may last up to two years and can be a valuable tool for the employee and employer.

What are the best ways to support employees with substance abuse issues in the workplace?

Substance abuse is a serious problem that affects many employees and their performance, health, and well-being. As an administrative manager, you may encounter situations where you need to support your staff who are struggling with addiction or recovery. In this article, we will discuss some of the best ways to help them cope and succeed in the workplace.

1 Recognize the signs

The first step to support employees with substance abuse issues is to be aware of the possible signs and symptoms of addiction. These may include frequent absences, tardiness, mood swings, impaired judgment, reduced productivity, or physical changes. However, you should not jump to conclusions or make assumptions based on these indicators alone. Instead, you should observe and document the employee's behavior and performance objectively and respectfully.

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Norman Vetter

Case Specialist since 2023 for a local Downingtown organization providing services in four suburban counties near Philadelphia, Pa.
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I would provide information about treatment resources and explain that there are consequences for a problem that is so out of control that it is affecting their job performance. I would advise to use the employee assistance program, if there is one. Depending on how severe the substance use is, I might suggest a leave of absence to help the employee to focus on recovery. I would also advise that if the employee takes no action and is discovered using on the job, they risk losing their employment.

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AnneMoss Rogers

Mental Health Speaker | TEDx | Suicide Prevention Speaker
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First, like Dr. Kankam mentioned have open conversations about addiction to de-stigmatize the subject and avoid stigmatizing language like "drug addicts" instead using those living with addiction or those with substance use disorder. Publicize help, resources and stories. When I presented to Markel Insurance, one of the employees told her story after I shared mine and it was powerful. So many then became aware of support resources. Education, listening, providing support resources, PTO for rehab, having open conversation all help. And that often starts with a presenter who tells a personal story and provides a starting point for support and healing and hope.

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Jemima Kankam, MD, DLFAPA

Psychiatrist and Mental Health Advocate, Global Goodwill Ambassador(GGA -USA) | Distinguished Life Fellow, American Psychiatric Association
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First by developing a non- stigmatizing organizational attitude; ðŸ“Start with terminology - "Substance Use Disorder,: not "Substance Abuse" ðŸ“Leadership must embrace education of themselves. ðŸ“Instead of only "observing" behaviors of employees, develop culture of encouraging employees towards seeking help without judgement.

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Wilma Garcia

EA | Bookkeeper | Xero Advisor Certified
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Promote a stigma-free environment, provide access to confidential support services, offer employee assistance programs, and educate staff on available resources to effectively support those facing substance abuse issues in the workplace.

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Devin Gomoluch

Experienced Administrative Personal/Recruiter
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It is important to let your staff know that this is a non-stigma workplace so it helps individuals come forward if they are suffering any substance use disorders. Always remember empathy and understanding. Providing an employee assistance program would be extremely beneficial.

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2 Offer assistance and resources

If you suspect that an employee has a substance abuse problem, you should approach them with empathy and compassion. You should not confront them with accusations or ultimatums, but rather express your concern and offer your assistance. You should also inform them of the available resources and policies that your organization has to support them, such as employee assistance programs (EAPs), counseling services, health benefits, or leave options. You should encourage them to seek professional help and follow the treatment plan that suits their needs and goals.

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3 Maintain confidentiality and respect

One of the most important ways to support employees with substance abuse issues is to respect their privacy and confidentiality. You should not disclose their situation to anyone who does not need to know, such as other staff members, clients, or vendors. You should also avoid gossiping or judging them based on their condition. You should treat them with dignity and fairness, and avoid stigmatizing or discriminating against them. You should also comply with the relevant laws and regulations that protect the rights and interests of employees with substance abuse issues.

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4 Adjust work expectations and accommodations

Another way to support employees with substance abuse issues is to adjust your work expectations and accommodations according to their needs and abilities. You should not lower your standards or overlook poor performance, but rather set realistic and achievable goals and deadlines. You should also provide them with constructive feedback and recognition for their efforts and improvements. You should also consider making reasonable accommodations to help them cope and recover, such as flexible hours, reduced workload, modified tasks, or additional breaks.

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5 Monitor progress and follow up

The last way to support employees with substance abuse issues is to monitor their progress and follow up with them regularly. You should not micromanage or interfere with their personal affairs, but rather check in with them periodically to see how they are doing and if they need any further assistance. You should also review their performance and behavior and provide them with ongoing support and guidance. You should also be prepared to handle any relapses or setbacks that may occur, and refer them to the appropriate resources or interventions if needed.

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Judi Braswell, LPC, CEAP, GBA

Licensed Professional Counselor
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Find out if your EAP offers a monitoring program to provide accountability, support and access to resources. These programs may last up to two years and can be a valuable tool for the employee and employer.

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6 Hereâ€™s what else to consider

This is a space to share examples, stories, or insights that donâ€™t fit into any of the previous sections. What else would you like to add?

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Directory

What are the best ways to support employees with substance abuse issues in the workplace?

1

2

3

4

5

6

1 Recognize the signs

2 Offer assistance and resources

3 Maintain confidentiality and respect

4 Adjust work expectations and accommodations

5 Monitor progress and follow up

6 Hereâ€™s what else to consider

Administrative Management

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Directory

What are the best ways to support employees with substance abuse issues in the workplace?

1

2

3

4

5

6

1 Recognize the signs

2 Offer assistance and resources

3 Maintain confidentiality and respect

4 Adjust work expectations and accommodations

5 Monitor progress and follow up

6 Hereâ€™s what else to consider

Administrative Management

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