What to do if your workplace is a hotbed for drug abuse

Some industries have long been associated with drugs, while others have become a hotbed for cocaine especially in more recent years, with the likes of white collar roles, hospitality and manual labourers among those industries with the biggest problems.

For individuals working in those industries, or workplaces where drug use is common and almost considered ‘the norm’, it can be difficult to know what to do, especially if you are either in a junior role where you may feel pressured into following suit, or in senior roles where you need to do something about it.

So, what exactly should you do if you think your workplace is facing drug problems?

Recognise the Signs of Drug Abuse

Actually, the first step is to recognise the signs of drug abuse in the workplace. This way you can examine the extent of the problem and how it manifests itself. This could be in a variety of ways and may be dependent on the individual, such as:

• Frequent absenteeism or lateness
• Decreased performance or erratic behaviour
• Mood swings, irritability, or sudden changes in personality
• Physical symptoms such as bloodshot eyes, slurred speech, or unsteady movements
• Difficulty concentrating or completing tasks
• Unexplained accidents or frequent safety violations

It is also important to note that many of the above may not be just because of drug abuse, they could also be signs of other struggles in a person’s personal life. So you need to be sensitive in getting the full picture.

Understand the Risks to Your Workplace

Once you’ve established the situation, you need to also consider how it affects the business as a whole. This can be dependent on the industry but can have a huge impact on the business, from productivity to the safety of those under the influence and other colleagues around them.

• Safety hazards: Employees under the influence of drugs are more likely to cause accidents, especially in industries that require physical labour or operate machinery. This puts both the individual and their colleagues at risk.
• Reduced productivity: Drug use can lead to reduced concentration, poor decision-making, and a general decline in the quality of work. This can severely impact a business’s efficiency and bottom line.
• Legal issues: If employees are caught using or distributing illegal substances in the workplace, the company may face legal consequences. This can result in hefty fines, reputational damage, and even loss of business licences in certain industries.
• Toxic work culture: A workplace where drug use is prevalent can foster a negative and unsafe environment. This can lead to increased employee turnover, a lack of trust, and difficulty attracting new talent.

Report the Issue to Management or HR

Once the problem has been recognised, and how it’s affecting individuals and the business, utilising HR or management is a must in order to prevent it escalating further and someone potentially getting hurt. Drug abuse should be addressed no matter what the industry and there are a couple of ways in which you can do that.

• Document your concerns: Keep a record of the behaviours or incidents that have raised your suspicions. Be as specific as possible, noting dates, times, and any other relevant details. This will help make your case clearer when reporting to management or HR.
• Speak privately and professionally: Arrange a private meeting with your supervisor or HR representative to discuss the issue. Approach the situation with professionalism, focusing on the impact drug abuse is having on the workplace rather than making it personal.
• Ensure confidentiality: If you fear retaliation or that your concerns may not be taken seriously, ask your HR department about confidentiality policies. In most cases, your report should remain confidential.

Encourage a Drug-Free Workplace Policy

One way to try and combat drug abuse within a business is to have a comprehensive drug-free policy in place. This should have clear guidelines, including the consequences for violating policies, any testing procedures and so on. A strong drug-free policy should include:

• Clear expectations: Employees should know what behaviours are acceptable and unacceptable in the workplace regarding drug and alcohol use.
• Support for employees: The policy should offer resources for employees struggling with substance abuse, such as counselling services, rehabilitation programmes, or access to Employee Assistance Programmes (EAPs).
• Testing procedures: While controversial in some regions, drug testing can be an effective way to discourage drug use in the workplace. Policies should clearly state how and when testing will be conducted, whether it be pre-employment, random, or after an incident.

Support Colleagues Struggling with Addiction

It’s important to recognise that drug abuse is often a symptom of deeper problems, such as mental health struggles, trauma, or stress. If you have colleagues who are using drugs, they may need support rather than judgement. Encourage them to seek help, whether through a company’s EAP, counselling services, or a local addiction treatment programme, getting them the drug detox and recovery programme they need..

While it is not your responsibility to “fix” a colleague’s addiction, offering understanding and directing them towards appropriate help can make a positive difference. Remember, addiction is a complex issue, and recovery often requires professional intervention.

Protect Yourself

If your workplace becomes unsafe due to drug abuse, prioritise your own well-being. Document incidents that threaten your safety or ability to work effectively and escalate them through the appropriate channels. If the issue persists and the company fails to take action, you may need to consider looking for alternative employment or seeking advice from external organisations such as an employment tribunal or union.