It might not always be obvious when an employee is struggling with challenges with drugs or alcohol. Employers may feel uncomfortable, or unsure of what to say or do, but it is important to know that they can help them.
Before having a conversation with them, employers should prepare and speak to their HR team. They should look at what support their organisation might provide, such as an employee assistance programme or occupational health support. There may be reasonable adjustments they can make to reduce pressure at work, so they could explore whether they would be able to offer them a period of leave so they can access treatment.
When employers are having the meeting itself, they should ensure it is in a quiet area where they will not be overheard, and open by telling employees that they are there to help and that no one is judging them. Problems with drugs or alcohol often have a deeper underlying cause, the employee might be having issues at home, stress at work, or struggling with their mental health.
Create a safe space that encourages them to talk openly, and avoid making assumptions. Start sentences with ‘I’ to help prevent the employee from feeling defensive, for example ‘I’m concerned about you’, rather than ‘You have a problem’. Be prepared for the conversation to be the first of many, and do not take it personally if the employee is not immediately receptive to what is being said.
Sign up to our newsletters
Receive news and guidance on a range of HR issues direct to your inbox
Employers should make sure to follow up after the first conversation, and during and after their period of treatment to offer ongoing and meaningful support. This can help to make sure any signs of deterioration are spotted, and prevent relapse. This can also result in reduced staff turnover and being seen as a fair and respected organisation in the community.
Vicky Lomas is national employment lead at drug, alcohol and mental health support charity With You