Addiction is a complex issue; one that we suspect has affected civilisations since the dawn of time.
Today, in an interconnected world, and especially since the added stress factors of the coronavirus pandemic and cost of living crisis, addictions are felt particularly acutely.
In fact, between April 2022 and March 2023, nearly 300,000 adults were in contact with drug and alcohol services, according to official government statistics – and that is just those that are engaging with support. It costs the UK economy billions of pounds a year in lost productivity.
With alcohol and gambling so prevalent, not to mention a rise in the use of illegal substances, it is an issue that could affect any employer at some point. But how should you respond?
How to identify addiction in your workforce
Spotting addiction in the first place may not be straightforward and it is important not to jump to conclusions, even if some signs appear obvious. Some traits to watch out for include:
- Changes in behaviour.
- A lack of care in appearance.
- Absence and poor timekeeping.
- Physical evidence like odours, paraphernalia, or substances.
- An increase in errors or near misses.
- Theft from you.
However, any of these could be a red herring, and actually an addict may be high-functioning and masking it well. There is considerable stigma attached to addiction which acts as a strong motivation to keep it secret. They could perhaps be relying on an addiction to manage another part of their life, such as a family issue or stress at work.
Therefore, genuinely getting to know your employees (or line managers doing this), as well as contributing to a good culture, could be a good early-warning system for spotting an addiction.
Approaches to managing addiction within your workforce
All employers have a duty of care towards their employees, and when it comes to addiction this is no exception. This applies to an addict and their colleagues. For example, someone who turns up to work under the influence, or suffering a hangover or side effects could present a danger to the rest of your team, especially if they operate machinery.
It is sensible to have a policy on drug and alcohol misuse. This can outline what your rules are, your disciplinary stance and also what support you will offer. Typically, alcoholism and drug use is not considered a disability in itself, but there is a chance it could be linked to one.
It may be that you suspend disciplinary action where the employee engages with prescribed rehabilitation, in the first instance. Take HR advice on how to craft your policy. We can help.
Gambling addiction can torment an individual, leading to a breakdown in their relationships, severe financial loss and stress; we have often seen it revealed after employee theft.
Employee assistance plans (EAPs) are useful with some addiction issues. While you may feel out of your depth with the support you can provide, these feature helplines which your employees can confidentially use – giving them the support they need, whilst taking the burden off you. And all for a low-cost monthly fee. Signposting related charities to them could help them get the support they need, too.
Addiction prevention
Many addictions will be completely beyond your control; but thinking about the underlying causes that create an addict, workplace culture could be one. Stress and long hours, a drinking culture or boozy events, and bullying or harassment could each individually lead to an addiction. Spending time building a culture in which these are eliminated or mitigated is a proactive step.
Some businesses implement drug and alcohol testing which, obviously, can act as a deterrent. However, this should be introduced and managed carefully, and based on professional advice, with themes like employee consent a key issue.
Strong financial controls will make employee theft more difficult, mitigating some of the risk of an unknown gambling addict.
Further help
People generally don’t start an SME expecting to have to deal with issues like these. But they are part of society and sooner or later may arrive at your door. We are here to help, whether it is ensuring you have the right policies, being on hand with retained advice, or to help manage a disciplinary process. Whether you have a live issue or want to make sure you are prepared in advance, please get in touch.
