In the UK it is estimated that one in four adults will experience some form of addiction in their lifetime, which can have a devastating impact on individuals, families, and communities, including workplaces. Employees who are struggling with addiction in the workplace may be less productive, more likely to take sick leave, and, in the case of substance misuse more likely to be involved in accidents.
Addiction is a complex issue with a variety of causes. It is not simply a matter of willpower. Addiction is a chronic brain disorder that is characterised by compulsively seeking, and an inability to stop using, a substance or engaging in a behaviour, despite harmful consequences.
Addiction can have a serious impact on an individual’s physical and mental health. It can lead to problems with relationships, work, and finances. In some cases, addiction can even be fatal. Drugs, alcohol, nicotine and eating addictions are the most recognised, however addictions to gambling, shopping, internet use and work can also have significant impacts on mental health.
Unfortunately, addiction is often viewed unsympathetically, and many managers of people will only have received information or training in relation to disciplinary processes. This, together with the stigma associated with addiction often prevents individuals from seeking help, compounding the problem further.
Whilst addressing addiction in the workplace requires a delicate balance between supporting individuals and maintaining the productivity and efficiency or the organisation, actively supporting those affected can be an investment in the wellbeing of employees, the retention of much needed skills and increased loyalty and engagement.
How Can You Support Employees Experiencing Addiction in the Workplace?
There are a number of things that organisations can do to support employees who are experiencing addiction. These include:
- Developing a workplace policy on addiction. This policy should outline the organisation’s approach to addiction, including its stance on prevention, treatment, and support.
- Providing awareness training for managers and employees on addiction. This training should help managers to identify the signs and symptoms of addiction and to know how to respond appropriately, particularly with regard to handling sensitive conversations.
- Help to break the ‘stigma shame’ by educating your HR team on how addiction can manifest at work, and how you can build a supportive environment. We’ve teamed up with Thrive Mental Wellbeing to bring you a free webinar on this topic in April. Take a look here!
- Offering confidential support to employees. This could include an employee assistance program (EAP) or signposting to external providers of support.
- Creating a supportive and inclusive workplace culture. This means creating an environment where employees feel comfortable talking about addiction and where they know that they will be supported if they seek help.
