Substance abuse affects the daily life in all aspects of a person suffering from addiction and addictive behaviours. This doesn’t stop even when a person is at work/working.
The use of substances by employees in corporate and other work environments during working hours has become something that happens more often than you would think. Regardless of drug policy’s at work, drug tests that might be done or even possible risks of being caught.
According to drugabuse.com “22.5% of people admit to using drugs or alcohol during work hours. 1 in 4 men admit to using drugs or alcohol in their place of work, while 1 in 5 women say that they have used drugs or alcohol in a professional setting.”
Substance abuse and addiction are a huge global concern and very costly to all societies where they occur (Hitzeroth & Kramer, 2010:13; Miller & Weisner, 2002:3). Ignoring or sweeping the matter under the carpet in the workplace can become an occupational hazard.
According to the Occupational Health and Safety Act (85 of 1993) Companies including any employer are responsible for managing the negative aspects of substance abuse in the workplace.
Addressing the abuse of substances and helping employees or colleagues with substance abuse may benefit the work environment in the following ways:
- Saving on recruitment costs, as these employees or colleagues remain in the business following treatment.
- Reducing losses of absenteeism or impaired productivity of employees or colleagues;
- Creating a more productive environment for all employees.
- Creating and sustaining a positive moral culture in the office;
- Reducing the risk of possible injury or harm due to impairments; and
- Enhancing the public view or reputation of the business as informed and supportive.
The International Labour Organisation(ILO)” code suggests that “employees with alcohol or drug related problems should be treated in the same manner as workers with other health problems.”
So should an employee be identified or need help with their addiction problem, the employee shouldn’t be discriminated. They should get the benefits offered by their employer. Most organisations have wellness programs but in those that do not, assistance should be provided to the employee to get access to counselling, treatment, and rehabilitation.
References
drugabuse.com (accessed May 2024)
(Hitzeroth & Kramer, 2010:13; Miller & Weisner, 2002:3).
Occupational Health and Safety Act (85 of 1993)
ILO publication, Geneva. www.ilo.org.za – accessed in May 2024