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For an employee who is struggling with addictive behaviours, effective support can be life-changing. It can also ensure the safety and wellbeing of the teams they work with. But what does this look like?
Lead Behavioural Insights Specialist at Bupa Global and UK, Dr Sarah Griffiths, explains: “Misuse of substances and drugs can have an impact on the employee’s physical and mental health. In some work contexts, this could pose a safety risk.”
Addictive behaviours also impact relationships with other employees who may be trying to cover for a colleague. They may face an increased workload as a result of their colleague’s absence or impaired performance.
Different forms of addictive behaviours present their own challenges and risks. There is no simple off-the-shelf solution. Any alcohol or drugs policy should focus on protecting team members and encourage employees to speak to their line manager or a trusted colleague if they are struggling.
Line managers who have built good team relationships are more likely to spot signs that an employee is struggling. Each case will present its own challenges, but company policies should be clear, consistent, and communicated as part of the induction process.
Signposting support for addictive behaviours
Addictive behaviours and poor mental health often go hand-in-hand. As a result, programmes that build psychological wellbeing can help identify any underlying drivers for addictive behaviours.
Helpful steps on a pathway to recovery may include:
- Support for issues such as sleep disruption.
- Treatment for depression
- Cognitive Behaviour Therapy (CBT)
For large organisations, buddy systems can also help. This is when people who are struggling with addictive behaviours or substance misuse are buddied with someone in recovery.
Employees should also be encouraged to ask their GP for help, or for a referral to a specialist drug or alcohol service.
“Substance misuse can often trigger or exacerbate physical health problems which will require treatment,” explains Dr Griffiths. “For instance, alcohol not only causes liver damage, but it can also lead to raised blood pressure and cholesterol. This increases the risk of heart disease and strokes. It also undermines the immune system and increases the risk of a number of cancers.”
When it comes to the health of your employees, the Health and Safety Executive advice is to ensure line managers and team leaders have clear guidance on:
- How to recognise the signs of alcohol or drug use
- What to do if they suspect an employee has a problem
- What to do when an employee, or colleague of an employee, raises concerns
- Your organisation’s rules around alcohol and drug use
As the Chartered Institute of Personnel and Development report points out, “It’s vital that employers create an environment where people feel able to ask for help and confident that they will be supported to get the help they need.”3
Dr Griffiths concludes, “It is also important to remember that dependence on drugs or alcohol are recognised medical conditions and therefore, need to be treated in the right way.”
“Employees should have confidence that their problems will be addressed confidentially where possible, and advised if employers are under an obligation to notify external agencies. They should also be confident their issues will be dealt with effectively and consistently.”
If you would like more understanding about how addictive behaviours can impact your employees or colleagues, visit our Health Horizons page to read more articles on addictive behaviour and watch our latest virtual event.
