Receiving support for addiction might seem like it’s a process worth pursuing outside of the workplace, although employers have a duty of care to their employees, and this extends to ensuring that they are able to get the help they need irrespective of the wellness struggles they’re facing. There are many upsides to pursuing such an inclusive strategy, so if you’re unsure as to why it’s so widely recommended, stick around.
The Productivity Angle
The economic impact of addiction is well documented, and alcohol misuse alone has a serious negative effect on productivity and earnings across the country, with estimates pegging this at £27.44 billion a year.
So whatever you feel about the moral and legal obligations of offering addiction support as an employer, the objective upside for productivity cannot be ignored. And moreover, there’s no need to provide support entirely in-house, because the country now has alcohol addiction rehabilitation facilities and other resources, both public and private, which businesses can point employees towards as needed.
The Duty of Care
The UK’s extensive health and safety legislation includes the requirement for employers to take steps to ensure that the welfare of all employees is monitored and maintained. Should a team member be dealing with addiction issues that go unnoticed and untreated, or detected but brushed under the carpet, employers face the likelihood of being held liable if their actions result in health and safety issues.
Certain sectors carry greater risks, for obvious reasons, as an addict working in construction or transport is more likely to cause harm than a desk worker. However, the same duty of care exists across all industries, and a forward-thinking workplace wellbeing strategy must support it.
The Removal of Stigma
People faced with addiction problems may hold off seeking support because of the stigma attached. That’s a social issue, of course, but also one that seeps into workplace culture. Employees who worry that having their substance abuse revealed risks their career will be far less likely to come forward and ask for the assistance they sorely need.
The solution is to reduce stigma by reconfiguring how addiction is discussed, positioning it not as a moral failing but rather a health condition like any other; one that needs treatment to overcome, and which you’ll endeavour to offer as an employer.
The Need for Regular Strategy Reviews
Supporting employees with addiction issues should be rolled into a workplace wellness strategy for all UK businesses for the reasons mentioned, but it’s equally important to avoid resting on your laurels once such a strategy is in place. Instead, regularly reviewing and modernising these policies and support provisions over time will ensure that they remain a positive part of the organisation, rather than decaying into redundancy.
Most importantly, once you have a new wellness strategy in place, you need to raise awareness of the opportunities it provides. Employees must be told of what’s available to them, both as a means of tackling the aforementioned stigma, and to encourage them to reach out.
