How to respond to the rise in employee drug and alcohol use

With one in seven employees increasing their use of drugs and alcohol to cope with worries, employers need to put clear policies and support in place.

One of the most worrying trends to emerge from our latest Health at Work Report is the growing number of employees turning to drugs and alcohol.

One in seven (14%) employees admitted increasing use of substances to cope with worries, with one in ten saying they are now extremely affected by addiction.

With a further one in five employees describing themselves as ‘somewhat affected’, Dr Oli Chapman shares five ways to tackle this growing issue.

Five ways to tackle growing drug and alcohol addiction in the workplace

1. Educate employees

Even though the number of alcohol and drug-related deaths reached the highest levels on record last year, many individuals remain unaware of the risks and what is and isn’t considered substance misuse.

For example, an estimated one in three drivers have driven while over the legal limit, due to being unaware that if they continue drink after 9pm the night before, significant levels of alcohol can still be in their system the next morning.

Similarly, an increasing number of employees claim to have been ‘prescribed’ cannabis online, even though in the UK, medical cannabis is only legally prescribed for severe vomiting and nausea due to chemotherapy for cancer, rare forms of epilepsy and muscle stiffness and spasms in MS patients.

2. Offer appropriate support

Drug and alcohol misuse is a frequent outcome of people struggling to find healthier ways to cope with other problems. Our Health at Work Report shows employees becoming increasingly impacted by financial worries, stress, anxiety or trauma.

If someone has slipped into using alcohol or drugs to quiet their mind, as a means of escaping troubling thoughts, it’s vital they’re signposted to support before this becomes habitual, to reduce the risk of addiction.

An Employee Assistance Programme (EAP) can provide short-term counselling to develop healthier coping mechanisms and access to financial and debt support to help with underlying issues. While a management referral into occupational health can help individuals to acknowledge they have a problem and connect with deeper therapies.

3. Destigmatise addiction

Many employees are reluctant to admit they need help, because addiction is often seen as a somewhat grubby ‘choice’ that someone has chosen to indulge in. Instead of being seen as a disease which affects the brain’s reward, motivation and impulse-control systems.

Overcoming addiction requires support and insight, not just willpower, so frame support for overcoming addiction in a positive way, as you would for any other disease. This will help to make people feel safer coming forward for help.

If you’re at the start of putting in place proper policies, it can be helpful to offer an amnesty period, to allow people to come forward for help without penalty. Those who don’t come forward risk being put onto disciplinary procedures or dismissed if caught later.

4. Upskill managers

Managers are often the first people to notice when an employee is struggling with drug or alcohol use, due to short-term absence, especially sickness absence on Mondays, performance issues at work, dishevelled appearance, poor timekeeping or smell of alcohol.

Make sure managers know how to recognise the signs of drug and alcohol misuse so they can have a confidential, non-judgemental conversation with the employee, to signpost them into support and make any reasonable adjustments needed to support their recovery.

If the individual refuses support, or denies they have a problem, the manager should also record performance issues and, where serious concerns exist, carry out extra safeguarding measures, such as drug or alcohol testing.

5. Have a robust drug & alcohol policy

Whether you adopt a zero-tolerance approach to drug and alcohol misuse, identify people before they slide into addiction or utilise a mixture of warnings and support, a clear policy is essential for employees and managers alike.

Your policy must outline all scenarios and explain what will happen in each case, including corporate events such as the Christmas party or client entertainment. It should also define the role of managers and how employees can access support.

Policies should also clarify how and when to use drug and alcohol testing, whether random testing (as a deterrent), ‘for-cause’ testing (where there is reasonable suspicion), or ‘post-incident’ testing, to determine the reasons for this.

It’s important to bear in mind there is no one-size fits all approach. Different organisations face different challenges and cultures, requiring tailored policies and support for both individuals and managers.

Dr Oli Chapman is a consultant occupational health physician at PAM Group

Webinar: Spotting and reducing addiction at work

10am, 26 November 2025

Join our clinical team to learn how to tackle rising drug and alcohol addiction in the workplace. Discover how to spot early signs, support affected employees and implement policies to address this growing challenge.

How can PAM Group help?

Our experienced team can support individuals to prevent and overcome addiction through:

Drug & Alcohol Policy – to help you consider potential scenarios and set out appropriate guidelines, support and drug and alcohol testing procedures

Occupational Health – manager referral programme to identify how addiction is affecting work and to signpost into specialist treatment, including supported detoxification.

Employee Workshops – to raise awareness of the early warning signs of addiction and help individuals develop healthier ways to manage difficult feelings and worries

Manager Workshops – to equip managers to recognise the signs of drug and alcohol misuse and confidently support affected employees

Employee Assistance Programme – to connect employees with emotional counselling and practical support on financial, legal, debt and care issues.

12-Week Drug & Alcohol Programme – to support individuals struggling with addiction to develop healthier coping mechanisms to change behaviour and prevent relapses.

To find out more, please visit pamgroup.co.uk or email info@pamgroup.co.uk