How to Approach an Employee About Drug Use

For many people, work is not simply about the paycheck–your team becomes like an extended family. When a coworker or employee shows signs that they are struggling with addiction, everyone feels it. Addiction does not only affect the person living with it. The effects of an employee’s drug use or addiction reach everyone around them, from fellow employees to customers.

People who live with addiction can suffer long-lasting damage to their physical and mental health. They are also more likely to be involved in a workplace accident, be violent or aggressive, and cause injuries in the workplace. People who abuse substances at work are more likely to be absent or late and have low productivity.[1,2] This results in other employees having to work harder. In general, substance abuse in the workplace can lead to unsafe working conditions and often leads to high rates of turnover.

The vast majority of people who seek treatment for substance abuse and addiction are employed. If you manage a company or are responsible for employees, you must understand how to approach an employee about drug use and how to help an addicted employee.

Recognizing Employee Drug Use

The first step in getting an employee to get addiction treatment is recognizing that they have a problem with substance abuse. Sometimes, the signs of addiction are clear. You may see them using drugs, find drug paraphernalia, or find other concrete evidence that they have a substance use disorder.

However, in many cases, you may have to observe and record their behavior to feel certain that substance abuse is the issue at hand. Some common signs of substance abuse or addiction include:

• Being late or absent frequently
• Failing to follow safety rules
• Decreased productivity
• Aggression or irritability
• Mood swings
• Physical changes, such as significant weight loss, scabs, or sores on the skin
• Falling asleep or drowsiness at work

Once you have determined that your employee is struggling with substance abuse, you can make a plan to help them get the treatment they need.

Staging a Workplace Intervention

An intervention at work will be different than an intervention for a loved one. First, you must understand and work within the corporate guidelines for addressing substance abuse in the workplace.

Generally, when you stage a workplace intervention, you can take the following steps:

• Check your workplace policy – Many companies have a corporate drug testing policy. Do some research about it and see if you can ask an employee to take a drug test.
• Observe – Pay attention to your employee’s behavior at work, how often they are late or absent, and their interactions with other employees or customers.
• Document – You may be required to show a record of your employee’s actions before taking any further steps, so make sure you are recording your observations. Write down what you see and ask other managers to do the same.
• Intervention – If appropriate and allowed by your company policy, you can hold a workplace intervention for your employee. During an intervention, people bring attention to the employee’s behavior and the concerns about their substance abuse. An intervention should include the employee and at least two other people.
• Follow-through – The next steps may include termination or assistance finding an appropriate substance abuse treatment program. Since each company has its own policy, the next steps will be determined by the limitations and responsibilities of the company, as well as the employee’s willingness to get treatment.

What should you prepare before talking to an employee about suspected drug use?

Before initiating any conversation about suspected drug use, preparation helps ensure that the discussion is respectful, lawful, and grounded in observable facts rather than assumptions. Proper preparation protects the employee and your organization while creating the best chance of a constructive outcome.

1. Review your company’s drug-free workplace policy and any relevant legal or contractual requirements with human resources or legal counsel.
2. Gather objective documentation of specific behaviors, dates, times, and any safety concerns you have observed.
3. Plan the meeting in a private, neutral setting where the employee will not feel ambushed or publicly singled out.
4. Identify who will be present during the conversation, typically a representative from human resources and the employee’s direct supervisor.

Preparation also includes anticipating questions the employee might ask and knowing in advance what resources or support options your workplace can offer, such as an employee assistance program or referral to professional evaluation.

Supporting employees after intervention with clinical insight

Approaching an employee about drug use is only one step in a broader process of workplace health and safety. After an initial conversation or intervention, the focus should shift toward sustained support and clear expectations. Substance use disorders are recognized as medical conditions that affect brain function and behavior, and employers can play a role in encouraging early engagement with treatment and recovery resources.

Once an employee has acknowledged concerns or taken responsibility for their behavior, it is important to work collaboratively with human resources to outline next steps that balance safety, recovery, and job performance. This may include referring the employee to a professional assessment, setting reasonable timelines for follow-up, and clarifying consequences for future work performance issues.

At the same time, maintaining confidentiality and respecting the employee’s dignity reinforces a culture of support rather than punishment. Integrating clinical insight into your response helps shift workplace conversations about substance use from judgment to health-oriented intervention, which can improve long-term outcomes for both the individual and the organization.

Approaching an Employee About Their Drug Use

The process you use to help an addicted employee might be very different than what you might do for a friend or family member. Because you are working in a professional setting with your employee, you will have to check with your human resources department about what steps you can legally take. Generally, you will want to take some steps to protect yourself as an employer, while encouraging the employee to get into a treatment program.

• Choose an appropriate place and time
• Decide who will be present–usually, a representative from Human Resources and the employee’s manager
• Decide ahead of time who will speak, and in what order
• Refer to your corporate policy about appropriate next steps, including finding an appropriate addiction treatment program to offer
• Hold the intervention
• Follow through with stated consequences

Focus on your concern about their drug use and your desire to see them get the help they need. While addressing employee drug use might feel uncomfortable, it is an important part of keeping your work-family safe and your business running smoothly.

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