Workplace Wellbeing: Addiction assistance in the workplace 

Growing numbers of employees in Ireland are struggling with substance use issues. Employers can do much to ensure they are supported while receiving treatment and recovering

Pic: iStock

CLAIRE* vividly recalls the moment she first drank alcohol. She was 16 and tried vodka with some friends. “It was as if something inside me just clicked,” she says. “I felt a sense of relief as the alcohol soothed parts of me that I’d never been able to soothe before.”

In the two decades since then, Claire has turned to alcohol again and again, drinking to the point of needing to have her stomach pumped, being cautioned by police for her behaviour, and spending stints in psychiatric wards.

The one aspect of her life she has been able to keep going is her career. “I’m very ambitious and I’ve had several high-powered jobs that involved managing teams of people and travelling around the world,” she says. “There’s a misconception that addicts underperform at work. Some, like me, are extremely successful because they become workaholics alongside their addiction.”

This is not to say her work hasn’t been affected by her substance use. “I’ve been hungover, and I’ve had post-alcohol anxiety at work, which has made me a horrible person to be around,” says Claire. “I’ve got black-out drunk at work events. But for the most part, I’ve done my work to a very high standard.”

The latest Laya Healthcare Workplace Wellbeing Index surveyed 1,000 employees across the country and found that some 14% of them were struggling with substance use issues. That’s up from 7% in 2022.

Damien McCarthy, a HR consultant with www.hrbuddy.ie, sees how it affects workplaces. “More and more, issues such as grievances, performance and absenteeism are being linked to workers’ substance use, particularly cocaine use,” he says. “It’s also creating worrying employment relations scenarios where people are irritable, snapping at colleagues, or communicating erratically.”

Jo-Hanna Ivers, associate professor in addiction at Trinity College Dublin

Jo-Hanna Ivers, an associate professor in addiction at Trinity College Dublin, explains why we can become dependent on substances like alcohol or drugs.

“People use these substances to either start or stop feeling something,” she says. “They might want to start feeling relaxed, stimulated, or connected to those around them. Or they might want to stop feeling something that causes them pain or has a negative effect on their wellbeing.”

Some 90% of people will be able to stop using these substances whenever they want. For the other 10%, it won’t be that easy.

“They can become physically dependent or addicted, which means they’re unable to stop despite knowing how dangerous or harmful it is for them to continue using these substances,” says Ivers.

She outlines many possible reasons, ranging from adverse events in early childhood to trauma or having a propensity due to an underlying mental health condition.

Overcoming feelings of anxiety

Laya’s finding that 38% of employees report feeling anxious frequently or all the time could have a role to play.

“Lots of people have a drink to stop feeling anxious,” says Ivers. “This ties in with using substances to self-soothe.”

Whatever their reason for using substances, doing so can affect how an employee performs at work. It can lead to accidents and put other people’s lives at risk if they operate machinery or drive while under the influence of alcohol or drugs.

“It can also lead to a change in an individual’s behaviour, a deterioration in their performance or higher rates of absenteeism,” says McCarthy. “Some people can build up debt, which opens up a higher risk of theft if they have access to cash or financials as part of their job.”

As substance use progresses, the impact tends to become more obvious. “When it reaches a problematic level, you’ll often see it in the person’s physical appearance, for example, a reduced interest in self-care,” says Ivers. “It can take longer to affect the quality of their work but it’s like running on a broken leg: it will eventually buckle, and the person will come crashing down.”

When this happens, the employer has an onus to respond. “The Safety, Health and Welfare at Work Act 2005 states it’s the employer’s duty to ensure, as far as is reasonably practicable, the safety, health and welfare at work of all employees,” says McCarthy. This includes managing and conducting work activities to prevent improper conduct or behaviour that is likely to put employees at risk.

Yet, in McCarthy’s experience, many employers don’t know how to react when they suspect employees of using alcohol or drugs. “Addiction is a disease and a disability, and this may be why employers are slow to tackle such issues because they are fearful of possible repercussions,” he says.“But they have a legal duty to do so.” He recommends employers start by setting out a clear substance use policy. The next step is to communicate that policy so everyone knows how to promote and implement it correctly. This process will help ensure everyone knows who to report to if ever there’s a suspicion someone is intoxicated at work or suffering the aftereffects of substance use.

Active workplace supports

Ivers would like to see these policies used to kickstart conversations about substance use in the workplace. “There are so many people who don’t speak out about their problems at work because they believe they wouldn’t be supported if they did,” she says. “What if we turned this on its head and created workplaces where people no longer have to hide their suffering but can actively seek support?”

She points to the success of Recovery Cities, an initiative that organises public events to celebrate recovery in cities like Birmingham, Britain. “Recovery is contagious,” says Ivers. When people see someone else recovering, they can emulate what that looks like. Or they can approach that person for help. Having safe spaces and role models allows them to do that.”

Just as important as open conversations is offering practical supports to help employees in their recovery. “This could mean transferring them to a new department when they return to work so they can have a fresh start,” says Ivers. “Or allowing them to take a longer lunch break or finish early so they can attend a meeting. Facilitating their needs where possible can make such a difference.”

Claire would like to see more employers supporting staff during difficult times. “It could be as simple as making sure an employee doesn’t have to deliver a presentation if that heightens their anxiety. Little things like encouraging breaks and time outdoors and having healthy snacks available can make a difference too.”

From her late teenage years, Claire sought help from public and private health providers on many occasions but failed to receive adequate treatment. She was recently diagnosed with bipolar type ll disorder.

“I advocated for myself and tried to seek help so many times but it’s so hard to get treatment when there’s a dual diagnosis of mental health and addiction like mine at play,” she says. “I was told that I’d basically been self-medicating with alcohol for the past 15 years.”

Following her diagnosis, she took 10 months off work to dedicate to her treatment and is now a self-employed consultant. “I feel as if I deserve success and I know that sobriety will play a vital part in that.”

Ivers says it’s in everyone’s interests to help people overcome their issues with substance use. “It’s good for the person themselves and for the people in the immediate proximity of that person,” she says. “It’s also good for the wider community, which includes the workforce. With the right support, these people have so much to give back.”

• * Name has been changed