How to Handle a Coworker’s Drug or Alcohol Addiction

Noticing that a colleague may be struggling with drugs or alcohol puts you in a difficult position. You may feel torn between wanting to help and not wanting to overstep. You may worry about making the situation worse, damaging a professional relationship, or putting someone’s job at risk.

These concerns are understandable. But the reality is that addiction is a chronic medical condition that affects the person using substances, the people who work alongside them, and the organization as a whole. Ignoring the problem does not make it go away. In most cases, it makes things worse.

According to the National Safety Council, substance use disorder costs U.S. employers approximately $81 billion per year. Workers with untreated SUDs miss nearly 50% more days of work, are 3.6 times more likely to have a workplace accident, and have turnover rates 44% higher than their peers.

This guide provides practical, compassionate guidance for coworkers, managers, and HR professionals who suspect a colleague is struggling with addiction. It covers what to look for, what to do, what not to do, and how to connect someone with help.

Am I Enabling a Coworker’s Addiction?

Enabling happens when well-intentioned actions shield someone from the consequences of their substance use. In a workplace, enabling often comes from a desire to protect a colleague or avoid conflict. But enabling prevents the person from recognizing the severity of their problem. Learn more about how enabling affects families and workplaces.

Common forms of workplace enabling include:

• Making excuses for a colleague’s absences, lateness, or poor performance.
• Covering up for them by completing their work or taking on extra responsibilities.
• Allowing someone else to call in sick on their behalf.
• Loaning them money without question.
• Ignoring visible signs of intoxication during work hours.
• Not reporting safety-critical behavior because you do not want to get them in trouble.
• Excusing their behavior to other team members or to management.

If you recognize these behaviors in yourself, know that stopping them is one of the most helpful things you can do. Allowing your colleague to experience the natural consequences of their substance use may be the catalyst that leads them to seek help.

What to Do as a Coworker

If you are a peer (not a manager), your options are different from a supervisor’s. Here is how you can help appropriately:

• Document what you observe. Keep a factual record of dates, times, and specific behaviors. Record only facts, not opinions or assumptions.
• Approach your colleague privately if you feel safe doing so. Express concern using “I” statements: “I have noticed some things that worry me, and I care about you.” Do not accuse, diagnose, or shame.
• Refer them to the Employee Assistance Program (EAP) if your company has one. EAPs provide confidential assessment, counseling, and referrals. You can provide the information anonymously.
• Report safety concerns to a supervisor immediately. If someone’s substance use creates an immediate safety risk (operating machinery, driving, handling patients), do not wait. Safety comes first.
• Set your own boundaries. You are not obligated to cover for someone’s addiction, take on their workload indefinitely, or put yourself at risk.
• Avoid gossip. Discussing a colleague’s suspected substance use with other coworkers is harmful and may violate their privacy. Speak only with a supervisor or HR.

What to Do as a Manager or Supervisor

As a supervisor, you have both the authority and the responsibility to address the situation. Here is how to approach it:

• Focus on job performance, not diagnosis. You are not qualified to determine whether an employee has a substance use disorder. But you can and should address documented performance issues, safety violations, and policy breaches.
• Document everything. Keep detailed records of attendance, performance concerns, and observed behaviors. Documentation protects the employee, the organization, and you.
• Have a private, compassionate conversation. Meet with the employee one-on-one. Reference specific, documented performance concerns. Avoid accusatory language. Express concern for their wellbeing.
• Refer to the EAP. If your organization has an Employee Assistance Program, this is the time to reference it. Make clear that EAP services are confidential and available at no cost.
• Know your company’s drug-free workplace policy. Familiarize yourself with your organization’s substance use policy before the conversation. Follow established procedures for reporting, testing, and referral.
• Consult with HR and legal counsel. Before taking disciplinary action, work with your HR department to ensure you are handling the situation in compliance with ADA, FMLA, and applicable state laws.
• Offer support alongside accountability. The most effective approach combines clear expectations for performance with genuine support for recovery. An employee who gets treatment and returns to work often becomes one of your most dedicated team members.

Employee Assistance Programs (EAPs) and How They Help

An Employee Assistance Program is a workplace benefit that provides confidential assessment, short-term counseling, and referrals for employees dealing with personal issues that affect their work performance, including substance use disorders. EAPs are available at no cost to the employee and are separate from the company’s health insurance.

Research shows that EAPs provide significant returns. Studies find that for every dollar spent on an EAP, employers avoid $5 to $7 in losses from absenteeism, turnover, and healthcare costs. Absenteeism declines 66% among employees offered company-supported programs.

If your company has an EAP, it is one of the most valuable resources available. If it does not, you can still connect a colleague with treatment resources like SAMHSA’s national helpline (1-800-662-4357) or Laguna Treatment Center at .

Legal Considerations: ADA, FMLA, and Drug-Free Workplace Policies

Navigating addiction in the workplace involves legal considerations. Here is a brief overview of the key laws that may apply. Consult your HR department or legal counsel for specific guidance.

• Americans with Disabilities Act (ADA): Current illegal drug use is not protected under the ADA. However, a person in recovery or currently participating in a treatment program may be protected. You cannot discriminate against someone solely because they have a history of substance use disorder.
• Family and Medical Leave Act (FMLA): Eligible employees may use FMLA leave for substance abuse treatment. FMLA does not protect an employee from consequences of substance use at work, but it does protect their right to seek treatment without losing their job.
• Drug-Free Workplace Act: Federal contractors and grantees are required to maintain drug-free workplace policies. Many private employers adopt similar policies voluntarily.
• State Laws: California and other states have additional protections for employees seeking treatment. Some states restrict when and how drug testing can be conducted. Always check applicable state law.

How Laguna Treatment Center Can Help

Laguna Treatment Center in Aliso Viejo, California, provides hospital-based medical detox and residential inpatient treatment for adults struggling with addiction. The facility is operated by American Addiction Centers (AAC) and accepts most major insurance plans.

For employers and coworkers, Laguna offers:

• Confidential admissions consultations at , available 24/7.
• Free insurance verification to help a colleague understand what their plan covers.
• Hospital-based care (CDRH licensed) with 3 board-certified physicians and 30+ RNs for medically complex cases.
• Programs designed for working adults who need to maintain their professional commitments during recovery.
• Aftercare planning that includes return-to-work support and ongoing recovery resources.
• Same-day admissions when clinically appropriate.

Learn more about levels of care at Laguna, the admissions process, and insurance and payment options.

Ignoring an Employee’s Addiction Won’t Help

Taking action to address an employee’s addiction is important because substance abuse in the workplace could lead to:⁸

• Unsafe working conditions.
• More absences from work.
• Larger healthcare expenses due to injury and illness.
• Decreased job performance and productivity.
• Larger number of workers’ compensation and disability claims.

Directly addressing a colleague’s substance use instead of ignoring it can provide the impetus for them to get the help they need to recover. Our Orange County detox facility offers a range of evidence-based treatments for addiction and co-occurring disorders. Allowing employees to take the time they need to recover from addiction can lead to a safer and more productive work environment for everyone.

Frequently Asked Questions

Sources:

1. National Institute on Drug Abuse. (2018). Drugs, brains, and behavior: The science of addiction.
2. Washington Health Professional Services. (2016). A guide for assisting colleagues who demonstrate impairment in the workplace.
3. U.S. Office of Personnel Management. (n.d.). Alcohol in the workplace: A handbook for supervisors.
4. U.S. Department of Justice, Drug Enforcement Agency. (n.d.). Drug addiction in health professionals.
5. Deitchler, D. & Dilger, J. (2018). How to approach an employee who might be dealing with addiction. HR Daily Advisor.
6. Yagoda, R. (2016). Addiction in the workplace: Tips for employers U.S. News.
7. Substance Abuse and Mental Health Services Administration. (2015). Drug testing.
8. National Business Group on Health. (2009). An employer’s guide to workplace substance abuse: Strategies and treatment recommendations.
9. The U.S. Equal Employment Opportunity Commission. (2017). The Americans With Disabilities Act: Applying performance and conduct standards to employees with disabilities.