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Workplace stress and substance use: Understanding the hidden connection
By: Benefits by Design | Tuesday April 1, 2025
Updated : Monday March 31, 2025
This is a guest blog post from US Content Group.
Workplace stress is often seen as an unavoidable part of running a business. Tight deadlines, high-stakes decision-making, and competitive pressures can push employees to their limits. However, what many employers fail to recognize is how chronic stress in the workplace can drive substance use, sometimes in subtle ways that go unnoticed until they become major problems.
Substance use doesn’t just affect the individual; workplace stress and substance use are deeply interconnected as they have direct consequences for productivity, safety, and health care costs. Employers who understand this connection can take proactive steps to create a healthier work environment, ultimately benefiting their employees and their bottom line.
The link between workplace stress and substance use
The connection between stress and substance use is well-documented. When employees feel overwhelmed, exhausted, or unsupported, they may turn to alcohol, prescription medications, or illicit drugs to cope. The reasons for this vary:
- Self-medication: Employees use substances to manage anxiety, depression, or physical pain resulting from stress.
- Social drinking culture: High-pressure industries often normalize after-hours drinking as a way to “unwind.”
- Increased accessibility: Prescription stimulants or sedatives may be misused to enhance performance or manage stress-related insomnia.
- Burnout and disengagement: Chronic stress can lead to emotional exhaustion, making employees more likely to seek temporary relief through substances.
Certain industries are particularly vulnerable. Research shows that employees in high-stress fields such as health care, finance, construction, and hospitality have higher rates of substance use. However, no industry is immune.
The business impact of substance use
Substance use doesn’t just affect individuals—it creates tangible risks and costs for employers. Some of the biggest impacts include the following:
- Decreased productivity – Employees struggling with substance use are more likely to miss deadlines, make mistakes, and underperform.
- Increased absenteeism and presenteeism—Substance use contributes to higher rates of absenteeism and “presenteeism,” where employees show up to work but are not functioning at full capacity.
- Higher health care costs – Substance-related health issues, from liver disease to anxiety disorders, drive up employer health care expenses.
- Workplace safety risks—Substance use increases the risk of workplace accidents in industries that require physical labor, high concentration, or the operating of machinery, which can lead to liability issues.
- Turnover and recruitment challenges – When stress leads to burnout and substance use, turnover rates rise. The cost of replacing employees—including recruitment, training, and lost institutional knowledge—can be significant.
- Legal and compliance risks – Employers may face legal liabilities if substance-related incidents occur in the workplace, particularly if policies and support systems are lacking.
Recognizing the warning signs
Many employers assume that substance use problems will be obvious—slurred speech, erratic behavior, or absenteeism. However, the signs of a high-functioning addict can often be more subtle:
- Increased isolation or withdrawal from colleagues
- Uncharacteristic mood swings or irritability
- A noticeable decline in performance or focus
- Frequent unexplained absences or late arrivals
- Physical symptoms like fatigue, weight loss, or frequent illnesses
While these signs don’t always indicate substance use, they often point to an underlying issue—whether it’s stress, burnout, or a developing health concern.
Rethinking the employer’s role
Too often, employers approach substance use as a disciplinary issue rather than a workplace health concern. A zero-tolerance policy may seem to be the easiest way to handle the problem, but it often drives the issue underground rather than addressing the root cause. Instead, a more effective approach involves:
1. Addressing workplace stress at its source
Reducing workplace stress isn’t just about offering wellness programs—it’s about creating a work environment that doesn’t push employees toward unhealthy coping mechanisms in the first place. Employers should set realistic workloads and deadlines and encourage work-life balance by respecting boundaries around time off. Moreover, they should also train managers to recognize and address signs of stress early. Finally, they need to promote a culture of open communication and psychological safety.
2. Providing support rather than punishment
A punitive approach to substance use often discourages employees from seeking help. Instead, employers should offer Employee Assistance Programs (EAPs) that include confidential counseling and support for substance-related concerns. Furthermore, they should provide health benefits that cover mental health and addiction treatment and implement a non-punitive return-to-work program for employees seeking treatment.
3. Changing workplace culture around substances
Many workplaces unintentionally encourage substance use, whether through a culture of after-hours drinking or by ignoring signs of prescription medication misuse. Employers should reevaluate company-sponsored events that involve alcohol or at least offer non-alcoholic options and promote inclusive social activities. In the end, employers should also educate employees about the risks of substance use in high-stress environments.
4. Training leadership to handle these issues effectively
Managers and HR professionals should be equipped to address workplace stress and substance use concerns with sensitivity and professionalism. This includes recognizing early warning signs and intervening appropriately, conducting conversations with empathy rather than judgment, and understanding legal protections and company policies related to substance use.
5. Fostering a workplace that supports well-being
A workplace that prioritizes mental and physical health reduces the likelihood of employees turning to substances for relief. As stated by a study published in the National Library of Medicine, among employed adults, 8.7% have a current alcohol or illicit drug use disorder, and 8.5% report being in recovery. Therefore, employers need to create designated relaxation spaces or wellness programs. Moreover, they can offer flexible work arrangements to reduce burnout. Finally, regular breaks should be encouraged, and workload expectations should be realistic.
How a proactive approach pays off
Employers who take a proactive approach to workplace stress and substance use don’t just support their employees—they protect their business. Organizations that invest in mental health, work-life balance, and substance use prevention see:
- Higher productivity – Employees who feel supported perform better.
- Lower turnover – A healthy work environment reduces burnout and attrition.
- Reduced health care costs – Preventing substance-related issues lowers long-term expenses.
- Improved company reputation – Businesses that prioritize employee well-being attract top talent.
Final thoughts
Addressing workplace stress and substance use isn’t just an HR initiative—it’s a leadership responsibility. The most successful organizations recognize that a thriving workforce is not just about numbers and performance but also about creating an environment where employees can succeed without sacrificing their health. Employers can take meaningful steps toward a healthier, more productive workplace by acknowledging the hidden connection between stress and substance use.
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