Have you ever noticed a significant drop in performance, unusual behaviour, or excessive absenteeism from an employee?

You may notice that they feel exhausted all the time, have lost or gained a lot of weight, or appear untidier than usual. Or perhaps have become secretive about their activities and whereabouts, or they seem to be acting impulsively, more sensitive than usual, not taking breaks or having coffee with the team like they normally do, or complaining about financial issues?

Starting conversations about addiction with a colleague or employees who might have a problem [or had a problem] is a brave and important thing to do. It is also delicate because the person is probably worried about others finding out, or losing their job, which can be a real risk, especially if they are using alcohol or drugs in the workplace.

You don’t want to sound judgmental or accusatory, but you also need to communicate clearly about your limits as an employer and your expectations.

When people experience addiction, they are unable to stop pursuing the immediate feel-good sensation that certain substances provide, even when they know it’s hurting their health, relationships, and professional performance. Often, this is driven by a need to escape emotional or physical discomfort. Over time, addictive behaviour can turn into a vicious cycle.

Someone experiencing an addiction might not show up at work or miss deadlines. You may notice them making careless mistakes or making risky judgments, risking their own and others’ safety and well-being. Their behaviour may become edgy, they may be restless, or unpredictable, which in turn could be affecting their interpersonal relationships at work.

If someone is impaired in the workplace, they could put themselves or others at risk. People can be impaired by lack of sleep, stress, relationship breakdowns, external stress or pressures, prescription medication, or alcohol and other drug use. 

Health and Safety legislation requires employers to ensure a safe working environment for all employees, and part of that is lowering the risk from impairment. There are many ways to reduce the risks to employees from impairment, and it starts with keeping lines of communication open.

Be prepared and offer proactive support

If an employee has something going on, Employee Assistance Programmes (EAP) and other health and social services can help them identify what is happening and come up with a plan. Building positive relationships in advance, and clearly communicating your processes, will enable quicker and easier access to these programmes when they are needed. EAP provides work-based short-term problem-solving and counselling services aimed at improving the emotional, mental and general health of employees. Regarding addiction specifically, EAP has two options – they can refer an employee through their formal Alcohol and other drugs [AOD] programme where feedback will be relayed to an employer, or EAP can treat the employee and book them in with a specialized AOD clinician without any feedback provided to the employer.

Managing Health and Safety Risks

The last thing you want to happen when dealing with addiction at work is for the person who experiences these problems to feel pressured, judged, or stigmatised. The goal is not to confront the person but to let them know you care and are there to support them. Still, safety in the workplace is of the utmost importance. Therefore, be clear about unacceptable behaviour and encourage the person to seek support and treatment. In rare circumstances where there are serious safety concerns, then reach out to us so we can discuss with you possible solutions depending on your individual circumstances.

Put Safety First

Upon learning about addiction, the safety of the affected person and other staff members should be the immediate concern. In this situation, staying calm and deciding the following steps to prevent harm are essential. This can be done by temporarily modifying the person’s job duties and reassigning tasks while they recover. This would need to be agreed upon with the employee.

Random drug testing

Whether you are intending to randomly drug test staff, or specifically ask a person to drug test them, you should know that it’s almost impossible to achieve this in the hospitality industry. Even with various policies in place, there are still concerns within this area in employment law and how it could apply to the hospitality industry. Instead, you could use the symptoms of alcohol/drug abuse that you notice to do a disciplinary. You don’t necessarily need a positive drug test result to do a disciplinary. But we encourage you to contact the helpline team here at the Association (0800 737 827) first before you proceed with any process.

Set clear boundaries

It is important to ensure all employees understand the expectations and boundaries regarding behaviours in the workplace. Have a clear policy outlining what behaviours aren’t acceptable and the consequences for violating the policies, including around alcohol and drug use specifically. Also, it is essential to document the occurrences and steps taken to address the situation, as this ensures that the policies are applied consistently. If you have a Human Resources department, involve them to make sure you and the person are well supported.

Suggest asking for help

Encourage the person to seek help from their family, support groups, a professional such as their GP or a specialist addictions service. There is a list of places that can help below.

Being an employer, it is important you create an environment where employees feel comfortable seeking help. Encourage them to take advantage of the Restaurant Association’s employee assistance programme (EAP) or Clearhead. Also, be mindful of having a workplace that doesn’t encourage a culture of harmful substance use, such as ensuring work functions that aren’t focused on alcohol and having non-alcoholic beverage options.

If you need support please don’t hesitate to call the helpline to discuss.

Support Services in NZ

• Clearhead – a suite of self-help tools and an intelligent Wellbeing Assistant available 24/7
• Small Steps – A free online tool to help manage well-being, with tips and strategies on finding relief or helping friends or whānau
• Melon – An online community where you can anonymously interact with others with similar experiences and connect with a team of support workers.
• Depression.org.nz – An online self-help tool to support you with information, resources and guidance with navigating anxiety, depression and mental distress.
• Kina Families & Addictions Trust – online resource with information, support and advice to help with a loved one’s alcohol or drug use.
• Alcohol Drug Helpline: 0800 787 797

Local Support Communities

• Al-Anon Family Groups – community to help families with loved ones’ alcohol usage, with resources and tips on how to aid with recovery.
• NA (Narcotics Anonymous) – local community groups helping others recover from the effects of addiction. Groups help peers and offer an ongoing support network. 

• AA (Alcoholics Anonymous) – local community groups providing help, advice and a support network to help with tackling alcoholism.