Recognizing the Signs of Drug Use at Work and What Employers and Co-Workers Should Know
- Brainz Magazine
- Jun 11
- 7 min read
Stephanie Gillespie is a dedicated professional who has made a significant impact in the fields of developmental psychology, Autism, and Addiction Treatment. After graduating from UNC-Chapel Hill with a B.A. in Developmental Psychology.
Substance misuse in the workplace is a serious concern that can negatively impact job performance, safety, and the overall well-being of both the individual and their co-workers. Identifying the signs of drug use at work can help employers, managers, and employees take the necessary steps to maintain a healthy and productive work environment.
Common signs of drug use at work
Understanding the warning signs of drug and alcohol use on the job is essential. Red flags may include:
Sudden changes in work performance, such as poor performance or inconsistent productivity
Frequent absences or tardiness
Mood swings, irritability, or overly aggressive or withdrawn behavior
Physical symptoms like bloodshot eyes, tremors, slurred speech, or unusual smells
Difficulty performing essential functions of the job or handling basic tasks
While not every behavior indicates a substance use problem, consistent patterns should raise concern and prompt a professional evaluation.
Understanding substance abuse in the workplace
Substance abuse in the workplace is a growing concern that affects employees at all levels and in all industries. Whether the issue is alcohol abuse, marijuana use, prescription drug misuse, or the use of controlled substances, the impact can ripple across an entire organization. From lost productivity and poor job performance to safety violations and interpersonal conflict, substance misuse often undermines both individual effectiveness and team dynamics.
Consider this real-world example: a forklift operator in a manufacturing plant regularly came to work after using opioids prescribed for a back injury. Over time, his coordination and judgment declined, leading to a workplace accident that injured another employee. The incident triggered an internal investigation and a drug testing policy review, revealing that several co-workers were also misusing prescription medications.
In another case, a high-performing marketing executive began showing up late, missing deadlines, and acting erratically in meetings. After her supervisor expressed concern, she disclosed she had been struggling with alcohol abuse during the pandemic. With support from her company’s Employee Assistance Program, she took a leave of absence for treatment and returned to work sober, eventually resuming her leadership role.
Scenarios like these highlight the urgent need for early identification of warning signs and prompt intervention. Not only does substance use put the individual's health and job at risk, but it also endangers other employees, especially in safety-sensitive positions such as construction, transportation, healthcare, and public service.
Moreover, substance use disorders often go hand in hand with underlying mental health issues such as anxiety, depression, or PTSD. Ignoring these root causes can lead to a cycle of absenteeism, disengagement, and ultimately, job loss. That’s why companies that prioritize education, prevention, and access to confidential resources from dual diagnosis treatment programs are better equipped to protect both their people and operations.
When an Employee Assistance Program (EAP) can help
To address these complex challenges, many employers offer an Employee Assistance Program (EAP), a structured workplace resource designed to support employees through personal or work-related difficulties, including addiction, substance use disorders, and mental health concerns.
Structure and services of an EAP
A robust EAP typically includes:
Confidential counseling (often short-term and solution-focused)
Assessment and referrals to external treatment providers, like Massachusetts drug rehab centers
Assistance with substance use, alcohol abuse, stress, anxiety, and other concerns
Legal and financial counseling
Crisis intervention services
Family and relationship support
Educational materials and prevention training
Some programs may also offer digital platforms or mobile access, though employees should be aware that message and data rates may apply when accessing services via phone or text.
Example in action
For instance, a tech company in Seattle saw a spike in absenteeism and project delays across one of its teams. HR discovered that several team members were experiencing burnout and self-medicating with alcohol and marijuana. By encouraging use of the EAP and providing manager training on how to spot substance use and mental health warning signs, the company successfully connected those employees with confidential help, reduced team turnover, and improved morale.
Federal laws and employer responsibilities
Employers must follow federal laws when dealing with substance abuse in the workplace. Key regulations include:
The Americans with Disabilities Act (ADA): Protects individuals who are in recovery from drug addiction (but not those currently engaging in illegal drug use). Employers may be required to provide reasonable accommodations, such as a modified schedule or time off for treatment.
The Drug-Free Workplace Act: Applies to federal contractors and grantees, requiring policies and procedures to ensure the workplace is free of illegal drug use.
Occupational Safety and Health Administration (OSHA): Encourages employers to maintain a safe workplace, which includes addressing substance use that may affect the ability to perform job duties safely.
Family and Medical Leave Act (FMLA): May allow eligible employees to take unpaid, job-protected leave for substance abuse treatment, provided it's administered by a healthcare provider.
Employers should also establish a clear substance use policy, communicate it regularly, and ensure supervisors are trained to determine when to intervene or refer an employee to the EAP. Proper documentation and adherence to legal procedures are critical to protecting both the business and its workers.
Creating a culture of support and accountability
When employers combine clear policies with access to professional support, the workplace becomes safer and more compassionate. Encouraging employees to seek help, removing the stigma around addiction, and making support services accessible shows a commitment to both responsibility and well-being.
By using tools like the EAP, regular education sessions, and leadership training, organizations can better identify when someone is at risk and respond appropriately. Ultimately, addressing abuse in the workplace is not just about maintaining compliance. It’s about helping people get the help they need to heal, recover, and continue contributing meaningfully in their job and beyond.
The impact of drug and alcohol abuse on job performance
The effects of drug and alcohol abuse in the workplace go far beyond individual struggles. They ripple throughout an organization, disrupting workflows, team dynamics, and even workplace safety. When an employee is dealing with chronic substance abuse, their ability to meet the essential functions of their job begins to deteriorate in noticeable ways.
1. Cognitive and behavioral impairments
Drug and alcohol abuse impair a person’s ability to focus, make sound decisions, and regulate emotions. This can manifest as:
Poor memory and concentration
Slowed reaction time and impaired judgment
Missed deadlines or forgotten responsibilities
Difficulty handling multitasking or stress
Mood swings, irritability, or inappropriate workplace behavior
Employees who misuse substances may start making repeated errors, showing up late, or failing to complete even basic assignments. Their job performance becomes unreliable, which can frustrate co-workers and place an undue burden on team members.
In safety-sensitive positions, such as driving, operating machinery, or providing patient care, these impairments can be particularly dangerous. Drunk driving, for instance, may not only jeopardize public safety but also expose the employer to serious legal and financial risks.
2. Impact on workplace culture and productivity
Beyond the individual, drug and alcohol use can negatively impact the overall workplace culture. Teams depend on trust, communication, and consistency, and when one person’s performance is unstable due to substance use, it affects everyone. It may lead to:
Decreased morale among other employees
Higher turnover rates and recruitment costs
Increased absenteeism and lost productivity
Greater risk of workplace accidents and injuries
Disruption of team collaboration and accountability
These consequences often require employers to take administrative or legal action, including drug testing, suspension, or even termination. However, solely punitive approaches may miss a valuable opportunity for intervention and recovery.
3. A shift toward support and stability
Today, many employers are rethinking how they respond to abuse in the workplace. While it's essential to enforce standards of conduct and uphold safety regulations, it's equally important to recognize that substance use disorders are treatable medical conditions, not moral failings.
A more effective strategy balances accountability with support. Rather than immediately pursuing termination, employers can first assess whether the employee is willing to pursue treatment, use the employee assistance program, or take a medical leave of absence under the Family and Medical Leave Act (FMLA). This approach not only improves outcomes for the employee but also enhances workplace well-being, reduces turnover, and signals that the company values its workers as people, not just performers.
4. The long-term impact of alcohol and drug abuse in the workplace
If left unaddressed, substance misuse in the workplace can result in long-term consequences: chronic absenteeism, job loss, loss of benefits, deteriorating health, and fractured relationships with co-workers and supervisors. For the employer, it can lead to declining team performance, damaged reputation, and increased liability.
By proactively identifying the signs of drug use at work and responding with both professionalism and compassion, employers can help break the cycle of addiction, promote responsible behavior, and support a safe and productive work environment.
Creating a supportive environment for recovery
When dealing with an employee who may be struggling with substance use, it’s essential to act with compassion, professionalism, and discretion. Open communication and access to confidential resources allow workers to feel safe in seeking professional help.
Employers and departments focused on health and safety can work together to educate workers about the risks of controlled substances and the benefits of treatment and recovery. Supporting responsible behavior helps maintain productivity, promote well-being, and protect other employees.
Final thoughts: Taking responsibility and action
Recognizing a substance abuse problem in the workplace is the first step toward a solution. If you're a supervisor, co-worker, or employer who is concerned, don’t ignore the warning signs. Encourage the person to seek help, utilize your EAP, and follow your organization's procedures to determine the best course of action.
Creating a workplace culture that values responsibility, support, and health ensures that everyone has the ability to thrive, both on the job and in life.
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Stephanie Gillespie, Addiction Treatment Outreach Coordinator
Stephanie Gillespie is a dedicated professional who has made a significant impact in the fields of developmental psychology, Autism, and Addiction Treatment. After graduating from UNC-Chapel Hill with a B.A. in Developmental Psychology. Her 15 years of experience working with individuals of all ages on the Autism spectrum provided her with a strong foundation for her transition into the Addiction Treatment field, where she now works as an Outreach Specialist for Patient Digital Marketing. In this role, Stephanie leverages her expertise to help addiction treatment centers increase their online presence, ultimately reaching more individuals in need of support.
