Drug Use In The Workplace

Unearth the impact of drug use in the workplace, the policies in place, and the strategies for prevention.

Published On

June 13, 2024

Dove Recovery's Team

Drug Use In The Workplace

Substance Use in the Workplace

Substance use in the workplace is a significant issue that warrants attention due to its potential to impact both individuals and organizations negatively. This section explores the prevalence of drug use at work and its impact on job performance.

Prevalence of Drug Use at Work

Studies indicate a notable prevalence of substance use in work environments. According to Drugabuse.com, 22.5% of people admit to using drugs or alcohol during work hours, with 1 in 4 men and 1 in 5 women reporting substance use in their place of work.

Moreover, over 1 in 5 respondents have used marijuana recreationally during work hours, with nearly 5% admitting to daily marijuana use and over 13% using marijuana at work more than once a month.

Alcohol is the most common substance used at work, with 66% of people having used it during work hours. Marijuana follows as the second most common substance used during work hours, with over 22% of respondents admitting to its use.

Substance	Percentage of Users
Alcohol	66%
Marijuana	22%
Other Drugs	22.5%

Impact of Substance Abuse on Job Performance

The consequences of drug use in the workplace are far-reaching and have detrimental effects on job performance. Substance abuse can lead to decreased productivity, increased absenteeism, and safety hazards, impacting both employees and organizations [1].

Employees who abuse alcohol and drugs, whether on their own time or at work, can lead to problems such as diminished job performance, lowered productivity, absenteeism, tardiness, and high turnover. Furthermore, it can result in increased medical and workers' compensation bills, making the workplace more volatile and dangerous, and potentially exposing employers to legal liability [2].

Understanding the prevalence and impact of drug use in the workplace is crucial for implementing effective policies, procedures, and programs to address this issue. Recognizing the signs of substance abuse and providing the necessary support can help create a safer and more productive work environment.

Commonly Abused Substances

While there are numerous substances that can be abused, certain ones are more prevalent in workplace settings. This section will explore three commonly abused drugs in the workplace: alcohol, marijuana, and cocaine.

Alcohol Use in the Workplace

Alcohol is the most commonly used substance in the workplace, with 66% of people admitting to its use during work hours [3]. Despite being legal, alcohol can significantly impair job performance and productivity. It can also pose serious safety risks, particularly in workplaces that involve operating machinery or driving.

Alcohol's legal status and social acceptance can often mask the potential harm it can cause when misused, especially in a professional setting. It's important for both employers and employees to recognize the potential dangers associated with alcohol use in the workplace and take proactive steps to address this issue.

Marijuana Use in Work Environments

Following alcohol, marijuana is the second most common substance used during work hours. Over 1 in 5 respondents have used marijuana recreationally in their workplace during work hours, with nearly 5% admitting to daily marijuana use and over 13% using marijuana at work more than once a month.

Marijuana is the most widely used illicit drug in the workplace, with rates of use and addiction more than doubling between 2001 and 2013. Furthermore, 15 percent of past-month marijuana users admitted to not showing up for work in the last 30 days because they "just didn't want to be there".

Cocaine Abuse in Professional Settings

Cocaine is the next most popular illicit drug of abuse in the workplace after marijuana. Abuse rates were reportedly at a 12-year high in 2017. According to a 2011 study on illicit drug use in the workplace, one percent of employed Americans use cocaine [4].

Cocaine is a powerful stimulant that can have a profound impact on an individual's ability to perform their job effectively and safely. It can also lead to serious health problems and, in some cases, life-threatening emergencies.

Understanding the prevalence and impact of these commonly abused substances is an important step in addressing the issue of drug use in the workplace. Employers and employees alike must work together to create a safe, healthy, and drug-free work environment. This includes implementing policies and programs aimed at preventing substance abuse, providing support to those struggling with addiction, and promoting overall employee wellness.

Workplace Policies and Regulations

Understanding the legal side of substance abuse at work is an integral part of addressing the issue. Several key pieces of legislation play a significant role in shaping the way employers deal with drug use in the workplace.

Drug-Free Workplace Act of 1988

The Drug-Free Workplace Act of 1988 is a federal law that legally compels certain types of employers to develop and enforce a written policy towards drug use in the workplace. The act requires employers to create a drug-free awareness program for employees and to ensure that workers adhere to the terms of the policy as a condition of employment [5].

This law marks a crucial step in the fight against substance abuse at work, as it emphasizes the responsibility of employers to maintain a safe, drug-free environment for all workers.

Americans With Disabilities Act (ADA)

The Americans With Disabilities Act (ADA) of 1990 provides protections for recovering alcoholics and drug users who have sought treatment for their addiction. The ADA prohibits employers from discriminating against these individuals, ensuring they are given equal opportunities in the workplace.

Employers with drug-testing programs need to be careful not to single out employees for testing based on physical symptoms that could be related to a disability.

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) of 1993 provides employees with the right to take up to 12 weeks of unpaid, job-protected leave for medical and family reasons, including treatment for substance use disorders and related issues.

Under the FMLA, employers are prohibited from retaliating against workers who request leave for the treatment of a substance use disorder. This ensures that employees can seek necessary treatment without fear of losing their jobs [5].

These laws provide a framework for addressing drug use in the workplace and highlight the importance of supporting employees in their recovery journey. A comprehensive understanding of these regulations is essential in creating a safe and supportive work environment for all employees.

Addressing Substance Abuse

Combating the issue of drug use in the workplace involves a combination of supportive resources and comprehensive strategies. It's crucial to foster an environment where employees feel safe to seek help without fear of stigma or negative repercussions.

Employee Assistance Programs (EAPs)

Employee Assistance Programs (EAPs) are employer-sponsored initiatives offering confidential resources and support to employees struggling with addiction or other personal issues. EAPs can provide vital services like counseling, referral services, and support groups to those grappling with substance abuse. By facilitating access to these services, EAPs can play a significant role in helping individuals navigate the path to recovery, thereby mitigating the impact of drug use in the workplace.

Supportive Role of Employers and Coworkers

Employers and coworkers have a critical role to play in supporting recovery for individuals dealing with substance abuse. By fostering a culture of compassion and support, workplaces can facilitate healing, recovery, and personal growth. Encouraging open dialogue about addiction, promoting resources for assistance, and implementing inclusive policies can help create a supportive environment that allows employees to seek help without fear of stigmatization.

Industry Variances in Substance Use Disorders

The prevalence of substance use disorders varies significantly across different industries and occupations. According to American Addiction Centers, jobs in construction, mining, and some service industries exhibit higher rates of alcohol and substance use disorders. Conversely, educators, healthcare professionals, and individuals in protective services show the lowest rates of substance use disorders. Safety-sensitive jobs such as truck drivers and air traffic controllers also have high rates of substance use disorders.

Stress also plays a role in substance misuse, with professionals in high-stress jobs, like healthcare or truck driving, often resorting to alcohol and drug misuse to cope with their work demands.

Industry	Substance Use Disorder Rate
Accommodations and Food Services	16.9%
Construction	14.3%
Healthcare Professionals	7.4%
Educational Services	5.5%

Data courtesy SAMHSA.

In conclusion, addressing drug use in the workplace requires a holistic approach, taking into account the unique challenges and needs of different industries and professions. Through the implementation of supportive resources like EAPs and the cultivation of a compassionate work environment, businesses can contribute significantly to mitigating the impact of substance abuse in the workplace.

Effects on Workplace Productivity

The ramifications of drug use in the workplace extend beyond the individual and have a significant impact on productivity, financial costs to employers, and pose serious workplace safety hazards.

Decreased Productivity and Absenteeism

Substance abuse in the workplace can lead to decreased productivity and increased absenteeism, impacting both employees and organizations. Employees who abuse alcohol and drugs, whether on their own time or at work, can lead to problems such as diminished job performance, lowered productivity, absenteeism, tardiness, and high turnover.

Furthermore, the physical side effects of drugs and alcohol can hinder a person's ability to perform at work. This inability to meet job expectations and standards can result in job loss, contributing to unstable employment histories and financial difficulties.

Financial Costs to Employers

The financial impact of drug use in the workplace is significant. The U.S. spends about $81 billion a year covering issues associated with decreased productivity, healthcare costs, and lost work due to substance abuse at work [6].

Moreover, employees who abuse substances may resort to stealing from their place of work to fund their habits, leading to additional financial losses for the employer. The costs to employers from absenteeism and other alcohol-related problems are estimated to range from $33 billion to $68 billion per year.

Workplace Safety Hazards

The use of drugs and alcohol in the workplace not only impacts productivity and financial costs but also poses serious safety hazards. Employees under the influence of substances can create a hazardous environment, leading to accidents, physical injuries, and even death.

Alcohol, being one of the three most commonly abused substances in the workplace, contributes to a high proportion of occupational injuries. Substance-impaired employees can endanger themselves and their co-workers, especially in jobs involving machinery or sensitive operations.

The effects of substance abuse in the workplace are far-reaching and detrimental to both the individual and the organization. It's crucial for employers to recognize these issues and implement strategies for prevention and intervention.

Strategies for Prevention and Intervention

Addressing drug use in the workplace requires a proactive approach that includes prevention and intervention strategies. These strategies encompass developing drug-free workplace policies, accommodating employees with substance use disorders, and handling incidents of alcohol and drug use among employees.

Developing Drug-Free Workplace Policies

Organizations can create drug-free workplace policies to meet the requirements of applicable laws and regulations [7]. These policies should clearly outline the organization's stance on substance use and the consequences for violating the policy.

Dissemination strategies for these policies can include training supervisors to enforce the policy and discussing it during new employee orientation. It's also crucial to inform all employees about the policy through various formats such as handbooks, posters, the company intranet, and mobile applications. Regularly communicating these policies helps to ensure that employees are aware of the expectations and consequences related to substance use in the workplace.

Accommodating Employees with Substance Use Disorders

Recognizing that substance use disorders are a health issue is the first step in providing support to employees dealing with these challenges. The Americans With Disabilities Act (ADA) of 1990 prohibits employers from discriminating against recovering alcoholics and drug users who have sought treatment for their addiction.

Furthermore, the Family and Medical Leave Act (FMLA) of 1993 allows employees to take up to 12 weeks of unpaid, job-protected leave to deal with substance use disorders and related problems. Employers are prohibited from retaliating against workers who request FMLA leave for treatment of a substance use disorder [5].

Handling Employee Alcohol and Drug Use

When incidents of alcohol and drug use among employees occur, it's essential for employers to handle these situations appropriately. Employers should have policies in place regarding drinking on the job, and depending on the circumstances, disciplinary actions can range from an oral reminder to immediate termination, especially if the employee has endangered the health and safety of others [2].

Employers with drug-testing programs need to be careful not to single out employees for testing based on physical symptoms that could be related to a disability, as this could constitute discrimination under the ADA.

By implementing these prevention and intervention strategies, organizations can create a safe and productive work environment for all employees while also providing support to those struggling with substance use disorders.