Understanding the signs of substance abuse is essential to workplace safety. From April 2021 to March 2022, 289,215 adults in the UK contacted drug and alcohol services for support. This was a rise compared to the prior year.¹ From 2021 to 2022, over two-thirds (70%) of adults starting treatment for substance use indicated a need for mental health treatment as well.²

Millennials (those born between 1980-2000) make up the largest generation in the UK workforce. As of 2022, approximately 12.2 million millennials were employed meaning that the makeup of the UK workforce, as well as the problems employers face, is swiftly changing.³

FROM APRIL 2021 TO MARCH 2022, 289,215 UK ADULTS CONTACTED DRUG AND ALCOHOL SERVICES, AN INCREASE FROM 2020.⁴

Many factors contribute to workplace safety, but drugs and alcohol misuse are known to have a significant impact. 

Consider that from 2021 to 2022 there were approximately three million individuals in England and Wales aged 16 to 59 who had used drugs.⁵  With widespread access to alcohol and drugs, the impact can be wide-reaching.  

Private employers reported approximately 60,645 non-fatal workplace injuries in 2022/2023, with workers self-reporting 561,000 non-fatal injuries .⁶ In 2022/2023 there were 135 fatal workplace accidents.⁷

With so much at risk, employers must educate themselves on the dangers of substance abuse in the workplace, its impact on workplace safety and productivity, and the best ways to identify it before it contributes to this year’s injury and illness statistics.

Signs and Symptoms of Alcohol or Substance Abuse

Substance abuse in the workplace is a serious issue. Employers need to be aware of the potential signs of abuse of drugs or alcohol. Employees who are under the influence can be a danger to others. 

Consider providing a list of easy-to-reference symptoms so your teams can better understand when an employee is impaired. The list of common symptoms or things to watch out for includes:  

• Slurred speech
• Lack of energy, motivation or significant weight loss or weight gain
• Difficulty coordinating movement
• Mood changes
• Irrational or unusual behaviour
• Negligence or carelessness in operating equipment or machinery
• Disregard for the safety of the employee or others
• Involvement in an accident or other carelessness that results in an injury to the employee or others
• Disruption of the production of manufacturing process
• Carelessness that results in an injury to the employee or others.⁵  

Creating a Robust Alcohol and Substance Abuse Policy in the Workplace

It’s important to have a clear alcohol and drugs policy in the workplace, especially if you start to notice any symptoms. Online resources like the CIPD guidance for managing drugs and alcohol misuse at work are a good place to start.⁸ As part of training, in addition to policy documentation, you should consider incorporating employee education and supervisor training on the most commonly used drugs and their unique symptoms.

SINCE WORKPLACE DRUG TESTING IS OFTEN LEFT UP TO THE EMPLOYER, LOOKING TO BEST PRACTICE GUIDELINES PROVIDES A GOOD STARTING POINT.

Drug and alcohol testing can be done to potentially manage incidents in your workplace. Ensure you clearly communicate that your business takes seriously the risks associated with drug and alcohol use.

Remember, that before any drug testing, employers must obtain consent from the employee(s) in question. This is usually included as part of the contractual health and safety policy. If you use a drug testing company to help undertake drug testing, they should also get signed consent at the time of the test.

Other Explanations for Employee Behaviour

Just as our starting list of signs and symptoms cannot cover all types of substance abuse, it also may not provide an immediate and accurate answer for why an employee is exhibiting those signs. Other explanations for abnormal behaviour or deteriorating work performance could include but are not limited to:  

• stress
  
• divorce
• family demands
• financial problems
• death in the family, or 
• the job itself

As an employer, you should add questions to your decision tree to help identify causes other than substance abuse before taking action such as ordering drug testing, employee assistance, or undertaking any disciplinary measures.

Best Practices for Understanding Employee Behaviour

Employers should take away these lessons. First, they should look at best practices for guidance. If they are unsure of where to begin or are worried that they are missing something, there is a good chance that there is some guidance on the topic. When in doubt, look to other companies to get an idea of what others may have found reasonable or sensible. Keep in mind that while other company’s practices don’t apply to your business, they can be used to guide your practice if you comply with all applicable regulations.

Secondly, they should educate their workforce, especially their supervisors. With so many possible sources of workplace troubles, supervisors have a monumental task on their hands. They cannot do their job successfully unless they are equipped with accurate information and are refreshed and retrained on it regularly.

Finally, a safe, productive, and supportive workplace is never out of reach, and a comprehensive and diligent approach to drug and alcohol use can help achieve this.