The workplace often mirrors the pressures and challenges of modern life. From late-night deadlines to after-work drinks, these stressors can often push employees towards unhealthy coping mechanisms. However, what many employers fail to realise is how significantly addiction in the workplace can impact individuals and organisations alike.

According to recent Bupa research, more than one in three workers have either witnessed or used addictive substances or behaviours during working hours. Examples range from alcohol and gambling to compulsive activities like social media scrolling or cryptocurrency trading. What’s driving this silent epidemic? Nearly half of affected employees (48%) cite stress, with many blaming company culture or work-related pressure.

Yet, despite the prevalence of workplace addiction, stigma persists. Fear of judgement or professional consequences prevents many from seeking help, making the issue even harder to address.

This article will explore the hidden toll addiction takes on workplace productivity, the barriers preventing employees from accessing support, and actionable steps organisations can take to build healthier, supportive environments.

The Link Between Workplace Stress and Addiction

Workplace culture often plays a significant role in addictions developing or intensifying. High-pressure environments, excessive workloads, or social norms normalising alcohol and substance use can create fertile ground for addiction.

Dom McGregor, co-founder of Social Chain, provides a personal account of how addiction is often intertwined with professional success. Running a fast-scaling business in his twenties, McGregor describes how alcohol became more than a social activity; it was a “performance tool” to mask anxiety, burnout, and feelings of inadequacy.

“Work drinks, client events, conferences – everything revolved around alcohol,” he recalls. “When you’re surrounded by people who treat heavy drinking as the norm, it doesn’t just seem acceptable – it seems essential. I didn’t even question it.”

After a close friend intervened, McGregor sought help and turned his life around. Now, he advocates for breaking down stigma and creating healthier office cultures. “Addiction doesn’t always look like rock bottom,” he says. “Sometimes it looks like the person who’s always on, always available, always saying yes, until they can’t anymore.”

The Cost of Ignoring Addiction in the Workplace

While the personal toll on individuals battling addiction is immeasurable, the organisational costs are equally hard to ignore. Increased absenteeism, impaired performance, and strained relationships among team members are common consequences.

Bupa’s Medical Director, Dr Robin Clark, highlights the broader impacts. “When someone is silently struggling with an addiction, it doesn’t just impact their health; it ripples across teams. It affects attendance, performance, and overall morale.”

Dr Clark also notes that Bupa has recorded over 26,000 addiction-related claims in the last five years, reflecting the growing prevalence of this issue. “Addiction is far from rare, and inaction carries a heavy price—not just in productivity but in people’s lives,” he warns.

Breaking the Stigma Around Workplace Addiction

The stigma surrounding addiction is one of the greatest barriers preventing employees from seeking help. Nearly half of workers surveyed admit they would rather hide an addiction than disclose it at work. Without an open dialogue or judgement-free support systems in place, many employees choose to suffer in silence.

What can employers do? Dr Clark says normalising conversations about addiction is vital. “It’s about embedding a culture where people feel safe enough to say, ‘I’m not okay,’ and where that’s met with support, not judgement.”

Making support more accessible is also key. Many fear the lengthy process of getting professional help via a GP, but Bupa’s mental health services eliminate this barrier by offering confidential, direct access to specialists, often within days. The quicker the intervention, the better the outcomes.

Practical Steps to Address Addiction in the Workplace

Creating a workplace environment that supports employees struggling with addiction involves more than just acknowledgement. It requires targeted action. Here are some practical strategies for businesses to consider:

1. Promote a Culture of Openness

Workplace leaders should initiate open conversations about stress, wellbeing, and addiction. Employee forums, anonymous surveys, and wellness days can encourage employees to share their experiences without judgement.

2. Provide Access to Mental Health Resources

Ensure employees can easily and confidentially access professional help and resources. Partnering with providers like Bupa, which offers direct and stigma-free access to mental health services, can make this process easier for employees.

3. Offer Preventive Training

Educate managers about the early signs of addiction and how to approach team members compassionately. Training programmes should highlight ways to identify potential red flags and intervene sensitively.

4. Develop Comprehensive Policies

Employers should develop clear policies on how addiction-related issues will be handled. A policy shouldn’t just focus on disciplinary action; it should prioritise support and rehabilitation.

5. Reassess Work Culture

Re-evaluate alcohol-centric social activities or excessive workloads that could contribute to unhealthy coping mechanisms. Create an environment where taking breaks and disconnecting is encouraged.

Supporting Employees Through Addiction Recovery

Recovery is not just an individual process; it’s one that workplaces can actively support. Employers who prioritise health and wellbeing not only help those silently struggling, but they also cultivate a productive, loyal, and resilient workforce.

Dom McGregor puts it best when he says recovery often starts with one unjudging conversation. Employers have the power to create environments where such conversations are not the exception but the norm.

Addiction in the workplace is a challenge that can no longer be ignored. By committing to reducing stigma and offering timely support, organisations can ensure their employees are not only surviving but thriving.

Source: HR Grape Vine