Can workplace wellbeing reduce alcohol and drug misuse?
When people think about alcohol and other drug use, it’s easy to assume it’s purely a personal issue. In reality, it’s often influenced by a combination of factors, including stress, poor mental health, chronic pain, financial pressure, fatigue and life outside of work.
While employers can’t control every aspect of an employee’s personal life, they can influence one of the most important protective factors: workplace wellbeing.
Creating a healthy workplace looks at reducing psychosocial risks, supporting employee health and building an environment where people are less likely to rely on unhealthy coping mechanisms. Investing in workplace wellbeing supports productivity, engagement, retention and workplace safety.
Workplace wellbeing is a leadership responsibility
Every leader influences the culture of their organisation through the decisions they make and actions they do every day. Workloads, communication, leadership behaviours and workplace expectations all shape the employee experience.
When employees feel supported, connected and psychologically safe, they’re generally more engaged, more productive and better equipped to manage everyday challenges.
Conversely, when workplace pressures continue unchecked, they can contribute to stress, burnout and reduced performance.
Why do people turn to alcohol and other drugs?
Generally, there’s not really one single reason that people turn to drugs or alcohol. For many people, alcohol or other drugs become a way of coping with difficult circumstances and stress rather than the underlying problem itself.
“…when occupational stress becomes excessive or chronic, it can cause significant problems for an individual’s psychological and physical health2-4, including their risk of anxiety and mood-related problems5-8.”
Contributing factors may include:
- ongoing stress
- anxiety or depression
- poor mental health
- chronic pain or injury
- lack of sleep
- financial pressure
- relationship difficulties
- loneliness or isolation
- trauma
- peer influences.
Psychology Today states people tend to drink “…to elevate positive mood, alleviate negative mood and anxiety, or increase confidence—and the person’s expectation that these outcomes will actually happen.
People experiencing aversive psychological symptoms value drinking alcohol, because it helps to alleviate their negative feelings. The drinking removes, at least temporarily, the stress of anxiety.”
Not everyone experiencing these challenges will develop a problem with alcohol or other drugs. However, when multiple pressures build over time, the risk of unhealthy coping behaviours can increase.
Which workplace factors can leaders influence?
Granted, there’s only so much employers and team leaders can do in one person’s life. But any bit of help and wellbeing that can be put in place helps to reduce the chances of someone reaching for drugs or alcohol.
Here are some questions to posit when it comes to workers’ wellbeing:
- Are workloads realistic?
- Are employees regularly working excessive hours?
- Do managers recognise the early signs of burnout?
- Is bullying or inappropriate behaviour addressed quickly?
- Do employees feel comfortable asking for help?
- Are remote workers staying connected with their teams?
- Are employees encouraged to take breaks and annual leave?
- Does your organisation actively support mental health?
These questions go to the heart of workplace wellbeing.
When leaders address these issues proactively, they’re not only supporting their people, but they’re also reducing organisational risk.
Six ways leaders can improve workplace wellbeing
1. Manage workloads, not just performance
High-performing employees often continue taking on more work until they reach burnout. This is where regular workload reviews ensure expectations remain realistic and sustainable.
2. Create psychological safety
Employees are more likely to seek help when they feel respected, supported and able to speak openly without fear of judgement. Psychological safety starts with leadership.
3. Train managers to recognise early warning signs
Managers don’t need to diagnose problems, but they should be confident recognising changes in behaviour, performance or wellbeing and know how to start supportive conversations.
Early intervention often leads to better outcomes for both employees and the organisation.
4. Encourage recovery, not presenteeism
Australians are working more hours than ever. But. long hours and skipped breaks shouldn’t be viewed as signs of commitment. “On a daily basis, one in five workers do not take a lunch break…”
Encouraging employees to take leave, and take all their lunch breaks, disconnect after work, manage work fatigue and prioritise work-life balance supports both wellbeing and long-term performance.
5. Build a culture of support
Sometimes the most valuable thing an organisation can offer is knowing where to turn for help.
Making support services visible, reducing stigma and encouraging open conversations can help employees seek assistance before small challenges become larger problems.
Where does workplace drug testing fit?
Supporting workplace wellbeing and implementing workplace drug testing aren’t competing priorities. They work best together.
A comprehensive workplace health strategy may include:
- employee wellbeing initiatives
- mental health support
- education around alcohol and other drugs
- clear workplace policies
- manager training
- Employee Assistance Programs
- workplace drug testing where appropriate.
Testing plays an important role in helping organisations manage workplace risk, particularly in safety-sensitive industries. However, it should always form part of a broader commitment to employee wellbeing rather than being the only strategy.
A strong workplace culture doesn’t happen by accident.
When organisations invest in workplace wellbeing, they create environments where employees feel supported, valued and able to perform at their best. This means that organisations may experience stronger engagement, better retention, reduced absenteeism, improved productivity and safer working environments.
Because workplace wellbeing is an investment in the long-term success of your organisation.