Warning Signs An Employee May Be Struggling With Addiction

It’s time to review your company’s drug and alcohol policies

The COVID-19 pandemic is one of the most dynamic crises any of us have faced in our lifetime. The coronavirus is all we may hear about on the news, but addiction and overall mental health are also critical issues to take note of during this pandemic, especially for companies looking to support their employees. 
 

Right now, the general public is being told to stay away from others. Quarantining at home comes with its own challenges for people at-risk of substance use disorder, as schedule and routines go out the window. All members of the family are home, including young children and working-from-home spouses. Virtual happy hours and “Wine Wednesdays” abound, especially in a professional setting within companies or for networking. Using drugs and alcohol to cope can quickly onset into addiction or relapse when exacerbated with job stress, financial loss from furloughs or pay cuts, and worry about the future of one’s business or company. 

An appropriate response to the coronavirus pandemic by employers must include easier access to behavioral healthcare options and a greater understanding of how mental health and addiction rates continue to increase. Despite the stigma that may cause some individuals to perceive addicts and alcoholics as jobless, 75 percent of those struggling with substance use disorder were gainfully employed prior to the start of this pandemic. It’s quite likely you have employees within your company misusing drugs and/or alcohol, especially in these times of uncertainty. 

Workplaces can be hesitant to take action when addiction and alcoholism are noticed, because supervisors are unsure how to address it. HR Professionals can be key in supporting employees by providing resources and training to recognize signs of addiction. The longer an addiction goes untreated, it’s more likely that legal liability may incur. For example, according to the National Institute on Drug Abuse, people with a substance use disorder are four times more likely to be involved in workplace accidents. 

Key physical indicators of addiction to watch for may include falling asleep during work hours, having bloodshot eyes, or smelling like alcohol. Currently, many employees are working from home. Once shelter-in-place orders lift, many businesses will likely continue to have staff work remotely. This poses a barrier in identifying such warning signs. Some behaviors to keep in mind include constant “emergencies” (including tardiness and emergent patterns like calling out after payday), changes in work quality and mood or behavior changes, including avoidance of co-workers (this may occur in remote workers who don’t utilize video chat during online meetings, or avoid phone calls, relying on emails only). 

As Human Resources professionals, you have an integral role to play in supporting employees. If an employee is willing to get help, they should be granted a leave of absence to seek treatment without being concerned they will lose their job. This will be more cost-effective, less disruptive to your business flow, and limits potential risk. Substance use disorder is deemed a disability, per the Americans with Disabilities Act (ADA).  

Take this time to review your company’s drug and alcohol policies to ensure they are clear, supportive, and help employees with addiction struggles feel safe to come forward. Many individuals believe they might be passed over for a promotion, or even fired if they seek treatment for substance use disorder while employed. Unfortunately, it speaks to the stigma of this disease as no one would feel the same way if they sought treatment for heart disease or diabetes (other chronic diseases).  

Encourage employees to utilize Employee Assistance Program (EAP) services to guide them in finding treatment that is right for them. Small companies may not have an EAP, but they can still assist employees by maintaining a current list of resources available in the community. Most addiction treatment programs remain open as they are essential businesses, and many provide telehealth options. Substance Abuse and Mental Health Services Administration’s (SAMSHA) Disaster Distress Helpline is available at 800-985-5990, or anyone can text TalkWithUs to 66746. 

Sue Bright is the Executive Director of New Directions for Women. With more than 30 years’ experience in the behavioral healthcare field, she specializes in intake, quality improvement, and working collaboratively with HR professionals, EAPs, and unions. Connect Sue Bright Follow @NDFW