No employer wants to deal with drug or alcohol abuse in the workplace. However, the reality is that around sixty percent of people struggling with addiction are employed in full-time jobs. If you are a business owner or manager, there is a higher likelihood that you may end up dealing with an employee who is struggling with addiction. Untreated substance abuse can become a serious and costly problem for employers, especially if the addiction leads to a reduction in productivity and job performance, along with an increase in the risk of accidents in the workplace. However, as a responsible employer, you will want to be there to support any employees who are struggling with a substance abuse issue. Here are some of the best things that you can do to help.
#1. Know the Signs
First and foremost, it’s important to know what signs to look out for in an employee who may be struggling with an addiction to drugs or alcohol. For example, these could include taking frequent sick days, more ‘emergencies’ than is usual, careless or unfinished work, mood and behavioral changes, avoidance of other colleagues in the workplace, and physical symptoms such as bloodshot eyes or trembling.
#2. Offer Support
The stigma that surrounds the issue of substance abuse often means that employees are reluctant to seek help from their employers; they may be afraid that admitting their problem could cause them to lose their job, for example. As an employer or manager, it’s important that you address any substance abuse problems that arise both proactively and gently. Offer your support to any affected employees and ensure that they know you are there to support them as they seek help to get over the disease. It’s important that you approach employees struggling with substance abuse in much the same way as you would any other employee with a chronic illness; offering time off for them to seek treatment, or even suggesting potential options such as Georgia Drug Detox Cobb County recovery center can help your employee to feel valued and supported throughout their journey to recovery.
#3. Respect Privacy and Confidentiality
Since the issue of drug or alcohol abuse is so stigmatized in today’s society, it’s no surprise that many people suffering from this problem will keep the issue to themselves, often until it is too late. As an employer, it’s important that you work to reduce the stigma towards this issue. Use language that views the problem as a disease or illness rather than a character flaw and ensures that privacy and confidentiality are respected throughout the process. It is unlikely that any employee will want their work colleagues to know that they are taking time off due to a drug or alcohol problem. It’s important to reassure them that you will do your utmost to restrict the people who know about their issue to the bare minimum.
Dealing with substance abuse in the workplace is never an easy situation, but there are certain things that you can do as an employer to offer support and aid in recovery.
