- Some signs of addiction to look out for include changes in appearance or behaviour, and an increase in lateness or absence.
- Signposting to external resources and confidential counselling services should be offered as forms of support.
- Early intervention can lead to better outcomes for both the employee and the organisation.
The subject of addiction can be tricky to navigate in general, but needs to be treated sensitively and carefully if it arises in the workplace. While there will be external resources employers can draw on, there is also much they can do internally to support employees with addictions.
Recognising addiction signs
Recognising addiction in the workplace can often prove difficult, as some of the signs may be mistaken for other issues and affected individuals can be adept at hiding struggles. It is also worth bearing in mind that some employees with addiction may not be regularly coming into the workplace, so employers should ensure they frequently check in with these individuals to monitor their health and wellbeing.
Changes in appearance, performance or behaviour are the most common signs to look for, such as unexplained absences and frequent conduct issues. They could also be late more often, miss deadlines, and make excuses.
Affected employees might lack focus and make mistakes, appear very tired or fidget a lot due to discomfort and distraction, explains Louise Harris, therapist at wellbeing provider Wellness Cloud.
“Addiction may also affect attendance, causing employees to withdraw from meetings, responsibility or social events,” she says. “Those with addiction issues often fear judgement and go to great lengths to hide it, which may appear as being secretive. Attitude and personality changes are something to look out for, as well as an increase in anxiety and paranoia. They might lose interest in their work, or activities and tasks they had previously had an enthusiasm for.”
Affect on health and wellbeing
Addictions can include alcohol, cigarettes, narcotics or prescription medication, and caffeine. However, it is important to remember that not all addictions involve substances and others can also be disruptive, such as exercise, shopping and gambling. Others can include overeating, social media and sex. People can even become addicted to their work.
Jim Moore, employee relations expert at HR consultancy Hamilton Nash, says: “Addictions can severely impact employees’ health, wellbeing and productivity. Substance abuse can lead to physical health problems, while any form of addiction can result in mental health issues such as anxiety and depression.”
Physical health effects can vary depending on the addiction and its length, adds Harris. “These often include weight changes, lack of hygiene, nausea, high blood pressure, weak immune system, withdrawal and isolation, and gut issues.”
Lying can also be an addiction-related problem, with some people finding it difficult to stop once they start. Employers should manage this carefully and ensure there is no judgement when offering support.
Paul Spanjar, chief executive officer of rehabilitation centre The Providence Projects, says: “Alcohol is the most common addiction problem affecting employees. Some may develop a pattern of what addiction specialists call topping up, drinking a little every day to keep them steady, while others may binge, which often results in sickness patterns.”
Broaching the subject sensitively
As this is a sensitive subject, employers should use tact and empathy when broaching it. They should approach the issue privately with kindness and understanding, focus on observed work-related concerns and avoid accusations.
“Having clear drug and alcohol policies are key to providing a safe, non-judgmental environment where these topics can be broached sensitively,” says Spanjar. “When approaching an individual, it’s important to convey to them that it is coming from a place of concern and care. The overall culture of the organisation is important for an employee to feel safe enough to open up.”
Employers should also lead from the top by either sharing a personal story themselves or bringing in an outside example, says Alex Clapp, founder and director of wellbeing firm Claritee.
“This promotes the message that being open and honest can help navigate a situation and give employees confidence that their employer will support those who ask for assistance,” he says.
Employer support and benefits
Benefits that employers can provide include access to confidential counselling services with an external provider, employee assistance programmes, and flexible-working arrangements to accommodate treatment. They could also offer paid leave for rehabilitation and support through a mentor system.
“Employers should build awareness about addictions across the workforce, as well as implement healthy work policies and boundaries to prevent workers from disconnection or overworking,” says Harris. “Non-judgmental support is key in trying to help employees with addiction issues. Employers can address this through signposting to relevant local support groups, addiction helplines or websites.”
While addiction is not considered a disability under the Equality Act 2010, associated conditions such as depression linked to alcoholism could qualify, requiring employers to make reasonable adjustments.
“Addiction is an illness, so support in the first instance is important,” says Spanjar. “By creating a caring, empathetic work environment and fostering a culture of care, employers will be better able to support their staff and help them through any difficulties.”
Ultimately, creating a supportive workplace culture that destigmatises mental health and addiction issues not only helps affected employees but also encourages others to seek help early if they are struggling.
