Addiction treatment and detox Birmingham - Blackpool - Bournemouth - Bristol - Cardiff - Cotswolds - East Sussex - Hemel Hempstead - Leicester - Liverpool - Luton - Norfolk - Northampton - Nottingham - Scarborough - Scotland - Watford
Affordable Drug and Alcohol Rehab Centres uk
Addiction At Work

Addiction At Work

addiction at work

Addiction at Work

Addiction at work. We are getting more and more companies calling us for employees who need residential rehab for a drug or alcohol addiction. The prices we are offering now and the lowest we have offered for years. If you are looking for help for addiction help, there has never been a better time to do it. Addiction at work refers to the condition in which an individual becomes dependent on a substance or engages in compulsive behaviours that interfere with their ability to perform effectively in their job. It can have serious consequences for both the individual and the workplace as a whole.

Common types of addiction at work include:

  1. Substance abuse: This includes addiction to drugs or alcohol, which can lead to impaired judgment, decreased productivity, absenteeism, and increased risk of accidents or injuries.

  2. Gambling addiction: Some individuals develop a compulsive gambling habit that can consume their time, energy, and financial resources, ultimately affecting their job performance.

  3. Internet and technology addiction: With the widespread use of technology, individuals may become addicted to the internet, social media, online gaming, or other digital platforms. Excessive use of these technologies can lead to decreased productivity and difficulty focusing on work tasks.

  4. Work addiction: Although less commonly recognised, work addiction, also known as workaholism, is a compulsive need to work excessively and an inability to disconnect from work. This can lead to burnout, strained relationships, and neglect of personal well-being.

The consequences of addiction at work can include decreased productivity, increased absenteeism and presenteeism (being physically present but mentally disengaged), strained relationships with colleagues, deteriorating mental and physical health, and financial difficulties.

Addressing addiction at work requires a comprehensive approach that includes both individual and organisational interventions. Employers can play a vital role by implementing policies that promote a healthy work-life balance, providing employee assistance programs (EAPs) that offer counselling and support for addiction issues, and fostering a culture that encourages open communication and support for those seeking help.

Individuals struggling with addiction at work should seek professional help through therapy, counselling, or support groups. It’s important to recognise the signs of addiction, acknowledge the problem, and take steps towards recovery, which may involve seeking treatment, attending support groups, and making necessary lifestyle changes.

Remember, addiction is a complex issue, and it’s crucial to approach it with empathy, understanding, and support, both within the workplace and in society as a whole.

Addiction at work – Without the employer’s knowledge, their business can end up with significant damage if they have the hidden problem of an addiction in the workplace. This in turn can go on to cost the employer and the company a lot of money. Here are a few reasons why. You can end up with the costs of a disciplinary, and the whole tribunal processes along with the loss of productivity and the cost of management time.

Addiction at work – Adus Healthcare

On top of all this you could still face the problem of inadvertently breaking certain laws. These consist of employment and health and safety laws, negligence in some circumstances; This may be caused by allowing injury which may be caused to the public or employees, plus motoring and criminal laws.

The major problem for employers is the employee may be too scared to tell anyone of their addiction problem in fear of losing their job. This unfortunately keeps their addiction problem hidden.

Prevention strategy measures

Addiction at work -Employers can now put into effective our “prevention strategy measures” simply by introducing the confidential Addiction Helpline. This was set up in 2009 and has helped hundreds of employees over the years. From here we can set up drug and alcohol, Gambling or Sexual addiction treatment programs anywhere in the UK. We can fit it around the employees holiday period. This way we can stamp out their addiction before it has an impact on their work or even worse, destroys their lives.

If you would like to find out more about the help and support we offer. or any of the programs available. Please call our team on Tel: 07811 606 606 and we will be glad to help. We are open 24 hours a day and we always have a trained member of staff on the end of our phone lines.

Addiction at work

Addiction at work -You may wish to place some laminated Addiction Helpline A4 posters around your office / company building. These are free, and come in sets of 4. Please call our team if you would like some.

Cocaine addiction at work

Dealing with cocaine addiction in the workplace can be challenging for both the individual struggling with addiction and their employer. Here are some considerations for employers when facing cocaine addiction issues at work:

  1. Recognise the Signs: Educate yourself and your management team on the signs and symptoms of cocaine addiction. These may include frequent absences or lateness, noticeable changes in behaviour or mood, increased irritability or agitation, financial difficulties, deteriorating job performance, and physical signs like dilated pupils or weight loss.

  2. Confidentiality and Privacy: Maintain strict confidentiality and respect the privacy of the employee struggling with cocaine addiction. Share information only on a need-to-know basis and in accordance with applicable laws and regulations.

  3. Provide Supportive Resources: Offer access to employee assistance programs (EAPs), counselling services, or addiction helplines. Ensure employees are aware of these resources and feel comfortable seeking help without fear of judgment or negative consequences.

  4. Communicate Clear Substance Abuse Policies: Have well-defined substance abuse policies that clearly outline expectations, consequences, and available resources for employees. Communicate these policies regularly and ensure employees understand the repercussions of violating the policies.

  5. Address Performance and Behaviour Issues: If an employee’s job performance or behaviour is affected by cocaine addiction, address the issue promptly. Provide clear feedback about the concerns and offer support to help the employee seek appropriate treatment.

  6. Offer Referral to Treatment: Encourage the employee to seek professional help for their cocaine addiction. Provide information on available treatment options, including counselling, rehabilitation programs, or addiction specialists. Support them in accessing the necessary resources.

  7. Consider Accommodations: If an employee is seeking treatment or in early recovery, consider offering temporary work modifications or a flexible schedule to support their recovery process. This may include allowing time off for therapy sessions or medical appointments related to addiction treatment.

  8. Monitor Progress and Provide Accountability: Establish a system for monitoring the employee’s progress in treatment and recovery. This may involve regular check-ins, tracking attendance at support groups or counselling sessions, or collaborating with the employee’s healthcare professionals when appropriate.

  9. Encourage Self-Care and Stress Management: Promote a healthy work-life balance and provide resources on stress management techniques. Encourage employees to engage in self-care activities and support their well-being.

  10. Maintain a Safe Work Environment: If an employee’s cocaine addiction poses safety risks in the workplace, take appropriate measures to ensure the safety of the employee and others. This may involve temporarily reassigning tasks, implementing additional safety measures, or, in extreme cases, considering suspension or termination if safety concerns persist.

It’s crucial to approach the situation with empathy, understanding, and a focus on the employee’s well-being. Balancing support with accountability is important in helping employees address their addiction while maintaining a productive work environment. Consult with HR professionals or legal experts to ensure compliance with relevant laws and regulations when dealing with addiction-related issues in the workplace.

Alcohol addiction at work

Dealing with alcohol addiction in the workplace can be a complex issue for both the affected employee and their employer. Here are some considerations for employers when faced with alcohol addiction issues at work:

  1. Educate Yourself: Learn about the signs and symptoms of alcohol addiction. These may include frequent absences or lateness, a decline in work performance, mood swings, increased irritability, difficulty concentrating, and physical signs such as smelling of alcohol or bloodshot eyes.

  2. Create a Supportive Environment: Foster a work culture that promotes wellness, health, and open communication. Encourage employees to seek help for alcohol addiction without fear of judgment or negative consequences. Create an environment where employees feel comfortable discussing their concerns and seeking support.

  3. Substance Abuse Policies: Have clear and comprehensive substance abuse policies in place that clearly outline expectations, consequences, and available resources for employees. Communicate these policies to all employees and ensure they understand the repercussions of violating them.

  4. Confidentiality and Privacy: Respect the privacy and confidentiality of employees struggling with alcohol addiction. Share information only on a need-to-know basis and in compliance with applicable laws and regulations.

  5. Offer Employee Assistance Programs (EAPs): Provide access to EAPs, counselling services, or addiction helplines. Ensure that employees are aware of these resources and know how to access them. EAPs can offer confidential counselling and support to employees struggling with alcohol addiction.

  6. Encourage Treatment: Encourage the employee to seek professional help for their alcohol addiction. Provide information on available treatment options, such as counselling, therapy, support groups, or rehabilitation programs. Support the employee in accessing the necessary resources and offer flexibility for them to attend treatment sessions.

  7. Monitor Performance: If an employee’s job performance is affected by alcohol addiction, address the issue promptly. Provide clear feedback about the concerns and offer support to help the employee seek appropriate treatment. Establish performance goals and monitor progress, providing necessary guidance and accountability.

  8. Accommodate Recovery: Consider making temporary work accommodations or providing a flexible schedule to support the employee’s recovery process. This may include granting time off for medical appointments or therapy sessions related to their addiction treatment.

  9. Provide Education and Training: Conduct training sessions or workshops to educate employees on the risks of alcohol addiction and promote a healthy work-life balance. Provide resources on stress management techniques and encourage employees to engage in self-care practices.

  10. Maintain a Safe Work Environment: If an employee’s alcohol addiction poses safety risks in the workplace, take appropriate measures to ensure the safety of the employee and others. This may involve temporarily reassigning tasks, implementing additional safety measures, or, in extreme cases, considering suspension or termination if safety concerns persist.

Approaching the situation with empathy, compassion, and a focus on the employee’s well-being is essential. Consult with HR professionals or seek guidance from addiction specialists to ensure compliance with relevant laws and regulations when dealing with alcohol addiction-related issues in the workplace.

addiction at work

Cannabis addiction at work

Addressing cannabis addiction in the workplace requires careful consideration and appropriate actions from employers. Here are some considerations for employers dealing with cannabis addiction issues at work:

  1. Understand the Legal and Workplace Policies: Familiarise yourself with the laws and regulations regarding cannabis use in your jurisdiction, including those related to medicinal and recreational use. Review your workplace policies and ensure they are up to date and aligned with relevant laws.

  2. Recognise the Signs: Educate yourself and your management team on the signs and symptoms of cannabis addiction. These may include impaired job performance, decreased motivation, frequent absences or lateness, memory or cognitive difficulties, and changes in behaviour or mood.

  3. Substance Abuse Policies: Have clear and comprehensive substance abuse policies that outline expectations, consequences, and available resources for employees. Communicate these policies to all employees and ensure they understand the implications of violating them.

  4. Education and Awareness: Provide education and awareness programs on cannabis addiction and its impact on work performance, safety, and overall well-being. Train managers and supervisors to recognise signs of addiction and provide resources for employees to learn about addiction and available support.

  5. Confidentiality and Privacy: Respect the privacy and confidentiality of employees struggling with cannabis addiction. Share information on a need-to-know basis and handle personal information in accordance with applicable privacy laws.

  6. Employee Assistance Programs (EAPs): Offer access to EAPs, counselling services, or addiction helplines. Ensure employees are aware of these resources and feel comfortable seeking help without fear of judgment or negative consequences. EAPs can provide confidential counselling and support to employees dealing with cannabis addiction.

  7. Support Treatment: Encourage employees to seek professional help for their cannabis addiction. Provide information on available treatment options, such as counselling, therapy, support groups, or rehabilitation programs. Support the employee in accessing appropriate resources and offer flexibility to attend treatment sessions.

  8. Monitor Performance and Behaviour: If an employee’s job performance or behaviour is affected by cannabis addiction, address the issue promptly. Provide clear feedback about the concerns and offer support to help the employee seek appropriate treatment. Establish performance goals, monitor progress, and provide necessary guidance and accountability.

  9. Accommodate Recovery: Consider making temporary work accommodations or providing a flexible schedule to support the employee’s recovery process. This may include granting time off for medical appointments or therapy sessions related to their addiction treatment.

  10. Maintain a Safe Work Environment: If an employee’s cannabis addiction poses safety risks in the workplace, take appropriate measures to ensure the safety of the employee and others. This may involve temporarily reassigning tasks, implementing additional safety measures, or, in extreme cases, considering suspension or termination if safety concerns persist.

Addressing cannabis addiction in the workplace requires a balanced approach that considers the well-being of the employee while ensuring a safe and productive work environment. Seek guidance from HR professionals or addiction specialists to navigate legal requirements and provide appropriate support to employees dealing with cannabis addiction.

Gambling addiction at work

Addressing gambling addiction in the workplace is important for the well-being of employees and the overall productivity of the organisation. Here are some considerations for employers when dealing with gambling addiction issues at work:

  1. Educate Yourself: Familiarise yourself with the signs and symptoms of gambling addiction. These may include excessive preoccupation with gambling, financial difficulties, increased absences or lateness, deteriorating job performance, mood swings, and borrowing money from colleagues.

  2. Substance Abuse Policies: Review your workplace policies to ensure they address gambling addiction and its impact on work performance. Consider including specific guidelines on gambling-related behaviours and consequences for violating the policies.

  3. Awareness and Prevention Programs: Implement education and awareness programs to educate employees about the risks of gambling addiction and promote responsible gambling practices. Offer resources for stress management, financial literacy, and healthy coping mechanisms.

  4. Confidentiality and Privacy: Respect the privacy and confidentiality of employees struggling with gambling addiction. Share information on a need-to-know basis and handle personal information in accordance with applicable privacy laws.

  5. Employee Assistance Programs (EAPs): Offer access to EAPs or counselling services that provide support for employees dealing with gambling addiction. EAPs can offer confidential counselling and connect employees with appropriate resources for treatment and support.

  6. Support Treatment: Encourage employees to seek professional help for their gambling addiction. Provide information on available treatment options, such as counselling, therapy, support groups, or specialised addiction treatment programs. Support the employee in accessing the necessary resources and offer flexibility to attend treatment sessions.

  7. Financial Wellness Support: Offer resources and programs that promote financial wellness and responsible money management. Provide access to financial counselling or workshops to help employees address their financial challenges and develop healthy financial habits.

  8. Monitor Performance and Behaviour: If an employee’s job performance or behaviour is affected by gambling addiction, address the issue promptly. Provide clear feedback about the concerns and offer support to help the employee seek appropriate treatment. Establish performance goals, monitor progress, and provide necessary guidance and accountability.

  9. Encourage Healthy Coping Mechanisms: Promote healthy stress management techniques and provide resources to help employees develop healthy coping mechanisms. Encourage physical exercise, mindfulness practices, and other activities that promote overall well-being.

  10. Maintain a Supportive Environment: Foster a supportive work culture where employees feel comfortable discussing their concerns and seeking help. Encourage open communication, without judgment, and create an environment where employees feel supported in their recovery journey.

It’s important to approach the situation with empathy and understanding while providing appropriate support and resources. Consult with HR professionals or seek guidance from addiction specialists to ensure compliance with relevant laws and regulations when addressing gambling addiction-related issues in the workplace.

Heroin addiction at work

Dealing with heroin addiction in the workplace can be challenging and requires a thoughtful approach. Here are some considerations for employers when facing heroin addiction issues at work:

  1. Recognise the Signs: Educate yourself and your management team on the signs and symptoms of heroin addiction. These may include noticeable changes in behaviour, increased absenteeism or tardiness, declining job performance, mood swings, financial difficulties, and physical signs such as track marks or needle marks on the body.

  2. Confidentiality and Privacy: Respect the privacy and confidentiality of employees struggling with heroin addiction. Share information only on a need-to-know basis and handle personal information in accordance with applicable privacy laws.

  3. Substance Abuse Policies: Have clear and comprehensive substance abuse policies in place that outline expectations, consequences, and available resources for employees. Communicate these policies regularly and ensure employees understand the repercussions of violating them.

  4. Provide Supportive Resources: Offer access to employee assistance programs (EAPs), counselling services, or addiction helplines. Ensure employees are aware of these resources and feel comfortable seeking help without fear of judgment or negative consequences. EAPs can provide confidential counselling and support for employees dealing with heroin addiction.

  5. Encourage Treatment: Encourage the employee to seek professional help for their heroin addiction. Provide information on available treatment options, such as counselling, therapy, support groups, or rehabilitation programs. Support the employee in accessing the necessary resources and offer flexibility for them to attend treatment sessions.

  6. Establish Boundaries: Clearly communicate expectations regarding drug use in the workplace. Make it clear that the use or possession of illicit drugs, including heroin, is strictly prohibited and will result in appropriate disciplinary action.

  7. Monitor Performance and Behaviour: If an employee’s job performance or behaviour is affected by heroin addiction, address the issue promptly. Provide clear feedback about the concerns and offer support to help the employee seek appropriate treatment. Establish performance goals, monitor progress, and provide necessary guidance and accountability.

  8. Accommodate Recovery: Consider making temporary work accommodations or providing a flexible schedule to support the employee’s recovery process. This may include granting time off for medical appointments or therapy sessions related to their addiction treatment.

  9. Maintain a Safe Work Environment: If an employee’s heroin addiction poses safety risks in the workplace, take appropriate measures to ensure the safety of the employee and others. This may involve temporarily reassigning tasks, implementing additional safety measures, or, in extreme cases, considering suspension or termination if safety concerns persist.

  10. Provide Education and Training: Conduct training sessions or workshops to educate employees about the risks of heroin addiction and promote a supportive work culture. Provide resources on substance abuse prevention, addiction recovery, and available community support.

It’s crucial to approach the situation with empathy, understanding, and a focus on the employee’s well-being. Balancing support with accountability is important in helping employees address their heroin addiction while maintaining a productive work environment. Consult with HR professionals or seek guidance from addiction specialists to ensure compliance with relevant laws and regulations when dealing with heroin addiction-related issues in the workplace.

Benzo addiction at work

Addressing benzodiazepine (benzo) addiction in the workplace requires careful attention and appropriate actions. Here are some considerations for employers when dealing with benzo addiction issues at work:

  1. Educate Yourself: Familiarise yourself with the signs and symptoms of benzo addiction. These may include sedation or drowsiness, impaired coordination, confusion, memory problems, mood swings, and withdrawal symptoms when the drug is not taken.

  2. Substance Abuse Policies: Review your workplace policies to ensure they address substance abuse, including the misuse of prescription medications like benzodiazepines. Clearly outline the expectations, consequences, and available resources for employees. Communicate these policies to all employees.

  3. Confidentiality and Privacy: Respect the privacy and confidentiality of employees struggling with benzo addiction. Share information on a need-to-know basis and handle personal information in accordance with applicable privacy laws.

  4. Employee Assistance Programs (EAPs): Offer access to EAPs, counselling services, or addiction helplines. Ensure employees are aware of these resources and feel comfortable seeking help without fear of judgment or negative consequences. EAPs can provide confidential counselling and support for employees dealing with benzo addiction.

  5. Encourage Treatment: Encourage the employee to seek professional help for their benzo addiction. Provide information on available treatment options, such as counselling, therapy, support groups, or rehabilitation programs. Support the employee in accessing the necessary resources and offer flexibility for them to attend treatment sessions.

  6. Accommodate Recovery: Consider making temporary work accommodations or providing a flexible schedule to support the employee’s recovery process. This may include granting time off for medical appointments or therapy sessions related to their addiction treatment.

  7. Monitor Performance and Behaviour: If an employee’s job performance or behaviour is affected by benzo addiction, address the issue promptly. Provide clear feedback about the concerns and offer support to help the employee seek appropriate treatment. Establish performance goals, monitor progress, and provide necessary guidance and accountability.

  8. Provide Education and Training: Conduct training sessions or workshops to educate employees about the risks of benzo addiction, the appropriate use of prescription medications, and alternative coping mechanisms for stress and anxiety. Increase awareness about the potential dangers of misusing or abusing benzodiazepines.

  9. Maintain a Safe Work Environment: If an employee’s benzo addiction poses safety risks in the workplace, take appropriate measures to ensure the safety of the employee and others. This may involve temporarily reassigning tasks, implementing additional safety measures, or considering suspension or termination if safety concerns persist.

  10. Supportive Work Culture: Foster a supportive work culture where employees feel comfortable discussing their concerns and seeking help. Promote open communication, without judgment, and create an environment where employees feel supported in their recovery journey.

Approaching the situation with empathy and understanding is crucial. Consult with HR professionals or seek guidance from addiction specialists to ensure compliance with relevant laws and regulations when addressing benzo addiction-related issues in the workplace.

Amphetamine addiction at work

Addressing amphetamine addiction in the workplace requires careful attention and appropriate actions. Here are some considerations for employers when dealing with amphetamine addiction issues at work:

  1. Educate Yourself: Familiarise yourself with the signs and symptoms of amphetamine addiction. These may include increased energy and alertness, irritability, restlessness, decreased appetite, insomnia, mood swings, and physical signs such as dilated pupils or weight loss.

  2. Substance Abuse Policies: Review your workplace policies to ensure they address substance abuse, including the misuse of prescription stimulants like amphetamines. Clearly outline the expectations, consequences, and available resources for employees. Communicate these policies to all employees.

  3. Confidentiality and Privacy: Respect the privacy and confidentiality of employees struggling with amphetamine addiction. Share information on a need-to-know basis and handle personal information in accordance with applicable privacy laws.

  4. Employee Assistance Programs (EAPs): Offer access to EAPs, counselling services, or addiction helplines. Ensure employees are aware of these resources and feel comfortable seeking help without fear of judgment or negative consequences. EAPs can provide confidential counselling and support for employees dealing with amphetamine addiction.

  5. Encourage Treatment: Encourage the employee to seek professional help for their amphetamine addiction. Provide information on available treatment options, such as counselling, therapy, support groups, or rehabilitation programs. Support the employee in accessing the necessary resources and offer flexibility for them to attend treatment sessions.

  6. Accommodate Recovery: Consider making temporary work accommodations or providing a flexible schedule to support the employee’s recovery process. This may include granting time off for medical appointments or therapy sessions related to their addiction treatment.

  7. Monitor Performance and Behaviour: If an employee’s job performance or behaviour is affected by amphetamine addiction, address the issue promptly. Provide clear feedback about the concerns and offer support to help the employee seek appropriate treatment. Establish performance goals, monitor progress, and provide necessary guidance and accountability.

  8. Provide Education and Training: Conduct training sessions or workshops to educate employees about the risks of amphetamine addiction, the appropriate use of prescription stimulants, and alternative coping mechanisms for stress and fatigue. Increase awareness about the potential dangers of misusing or abusing amphetamines.

  9. Maintain a Safe Work Environment: If an employee’s amphetamine addiction poses safety risks in the workplace, take appropriate measures to ensure the safety of the employee and others. This may involve temporarily reassigning tasks, implementing additional safety measures, or considering suspension or termination if safety concerns persist.

  10. Supportive Work Culture: Foster a supportive work culture where employees feel comfortable discussing their concerns and seeking help. Promote open communication, without judgment, and create an environment where employees feel supported in their recovery journey.

Approaching the situation with empathy and understanding is crucial. Consult with HR professionals or seek guidance from addiction specialists to ensure compliance with relevant laws and regulations when addressing amphetamine addiction-related issues in the workplace.

Drug testing kits

Worried or concerned about an employee and what to put your mind at rest. We offer drug testing kits. These are saliva or urine tests. They come in a cup, panel, or strip form. To order some now, go to Drug Testing Kits. We supply the Police, NHS and Prison Service, just to name a few. These tests work.

Drivers and machine operators

There are new laws out now for employers reference drug taking employees. I will not put them on this page. At the moment they seem to be changing on a daily basis. So do look them up. What I would say is this. If you have a good anti drug policy at work and you are taking all the steps possible. ie testing drivers, machine operators etc on a regular basis (once a month), them you have nothing to worry about. Plus it keeps your company vehicles safe, and more to the point the general public. If you would like any advice on this subject, please call our team now on 07811 606 606 (24 hours).

Call back
close slider
Call us now