At My HR Hub, we’re seeing more businesses raising concerns about alcohol or drug use among staff. It’s a growing issue that affects performance, well-being, safety, and overall workplace culture.
1. The numbers behind the problem
Recent data shows that drug and alcohol use in the UK is on the rise.
Around 1 in 10 adults report using illegal drugs in the last year, with the figure almost doubling among 16–24 year-olds.
Over 80% of adults drink alcohol, and many regularly exceed recommended limits.
The number of adults receiving drug and alcohol treatment in England rose by 7% in the last year alone.
At work, the effects are clear: increased absence, reduced productivity, higher risk of accidents, and strained relationships between colleagues. One survey found that over a third of employees had seen a colleague under the influence of drugs or alcohol at work.
2. Who is most affected?
While younger workers remain the most likely to use recreational drugs, misuse isn’t limited to one age group. In fact, substance use among employees in their 30s, 40s and 50s has been rising steadily, often linked to stress, burnout, or work-life pressures.
Alcohol misuse is particularly common in industries with long hours, irregular shifts, or high stress levels, such as construction, hospitality, logistics, and professional services.
The shift to remote and hybrid working has also blurred boundaries. Drinking during work hours, once unthinkable, has quietly become more common for some.
3. Why employers should take this seriously
Substance misuse isn’t just a personal issue, it’s an organisational one.
It can lead to:
Decreased productivity and performance
Increased sickness absence and lateness
Higher risk of accidents or injuries
Damage to company's reputation and culture
Employers have a legal duty of care under the Health and Safety at Work Act to protect employees and others from harm. If a staff member’s substance misuse leads to an accident or safety breach, the employer could be held responsible for not taking reasonable preventative steps.
4. The employer’s responsibility
Every employer, regardless of size, should have a clear drug and alcohol policy that sets out:
What is considered unacceptable behaviour
How testing or investigations will be handled
Support options for staff experiencing dependency or addiction
Disciplinary consequences when necessary
But a policy alone isn’t enough. Manager training is vital so that supervisors can recognise early signs like sudden dips in performance, changes in mood, or unexplained absences and respond in a supportive, consistent way.
5. Supporting, not punishing
The most effective organisations take a support-first approach. That means offering access to help rather than immediately moving to disciplinary action. Early intervention and compassion can make all the difference both for the employee and the business.
Consider introducing:
Employee Assistance Programmes (EAPs)
Wellbeing or counselling support
Mental health awareness training
“Sober social” alternatives for team events
When people feel supported and understood, they’re far more likely to seek help before problems escalate.
6. Building a proactive culture
The best prevention strategy is a strong, healthy workplace culture. Employers can encourage open conversations about wellbeing, promote healthy coping mechanisms, and create environments where people can thrive without turning to substances.
Regularly review your policies, offer wellbeing initiatives, and make sure your managers know how to handle these issues confidently and compassionately.
7. Final thoughts
The increase in drug and alcohol misuse isn’t something employers can afford to ignore. The human impact, as well as the legal and financial risks, make this a priority for every business.
At My HR Hub, we help organisations create and maintain safe, supportive, and compliant workplaces. Whether you need to update your policy, train your managers, or review how your culture supports employee wellbeing, our team can help.
