Given the prevalence of addiction, employers are increasingly confronted with employees struggling with substance use disorders.
This is not surprising, given the challenges that can arise in the workplace, says Adèl Grobbelaar, the manager of SANCA Wedge Gardens.
“Stress factors can push individuals to seek performance enhancement through substances, mistakenly believing they boost creativity and productivity. However, this is often counterproductive,” she explains.
Despite the challenges, many employers choose to support employees with substance use disorders rather than terminate their employment.
This approach recognises addiction as a medical condition and prioritises support and recovery over punitive measures.
In addition, retaining valuable employees with a history of strong performance and a genuine desire to overcome addiction can be a strategic investment.
Legal considerations also influence employer decisions as protection for individuals with disabilities, including those in recovery from substance use disorders.
“Discriminating against an employee based solely on addiction history can lead to legal consequences,” says Adèl.
A supportive workplace culture fosters trust, loyalty and employee well-being.
By offering support to those struggling with addiction, employers demonstrate their commitment to creating a positive work environment. As such, many people with substance use disorders can successfully recover with appropriate treatment and support.
“While support is commendable, employers must balance their business needs and employees’ safety. If an employee’s substance use disorder poses a significant risk, decisive action may be necessary,” says Adèl.
Supporting employees with substance use disorders
To effectively support employees struggling with substance use disorders, employers can:
- Encourage open communication: Let employees know that seeking help is a sign of strength, not weakness.
- Maintain confidentiality: Treat disclosures about substance use with strict confidentiality.
- Implement clear policies: Establish a zero-tolerance policy for substance use on the job, but include a process for addressing violations that emphasises treatment and rehabilitation.
- Provide resources: Offer employee assistance programmes and access to treatment providers.
- Accommodate treatment: Consider flexible work arrangements to accommodate treatment or recovery needs.
- Educate employees: Conduct training sessions to raise awareness about substance use disorders and their impact.
- Connect employees with support: Facilitate connections to support groups and peer recovery programmes.
- Develop relapse prevention plans: Help employees identify triggers and develop coping strategies.
- Address stigma: Conduct training to address stigma and discrimination related to substance use disorders.
“By creating a supportive and understanding environment, employers can empower employees to seek help and successfully navigate their recovery journey,” says Adèl.
For more information about SANCA Wedge Gardens, visit www.wedgegardens.co.za
