When Coping Crosses the Line: Drug and Alcohol Use at Work

In many workplaces, stress is constant. Deadlines pile up, expectations rise, and emails never stop. For some, alcohol or other substances quietly shift from social use to a coping strategy. What starts as “just a few drinks to unwind” or “something to take the edge off” can eventually affect employee performance, safety, and wellbeing.

Why Employees Turn to Alcohol and Drugs

Substance use at work often starts out as a way to cope with conflicting circumstances. Employees may use alcohol or drugs to:

• Manage stress
• Sleep after long shifts
• Reduce anxiety
• Push through exhaustion
• Numb emotional strain
• Maintain performance under pressure

Research consistently links workplace stress and substance misuse. Chronic stress, harassment, or heavy workload can increase the risk of alcohol misuse over time (Rospenda et al., 2023).

Australian data confirms the prevalence of workplace substance use. A national survey found alcohol and other drug use is common across multiple occupations, with high-demand sectors at higher risk (Di Censo et al., 2025).

How Workplace Culture Influences Substance Use

Culture matters.

When workplaces normalise drinking, reward long hours, or stigmatise help-seeking, substance use is more likely to escalate quietly.

Studies show that workplace norms around alcohol strongly predict employee use and impairment (Frone & Brown, 2010). Employees often mirror what they perceive as acceptable behaviour.

The Hidden Signs of Workplace Substance Use

Not all signs are obvious. Substance use may appear as:

• Increased absenteeism or lateness
• Reduced focus or cognitive performance
• Mood swings or irritability
• Risk-taking or unsafe behaviour
• Declining work quality
• Social withdrawal
• Overcompensation or perfectionism

Qualitative research highlights how employees struggling with substance use often describe cognitive fatigue, anxiety, and impaired judgement before noticeable performance issues emerge (Ozgan, 2026).

The Personal and Professional Costs

Substance use at work affects more than productivity. Potential impacts include:

• Mental and physical health decline
• Increased injury risk
• Reduced job satisfaction

Evidence shows that early workplace interventions are far more effective than waiting for crisis (Morse et al., 2022).

Early Intervention Works

The earlier employees access support, the better the outcomes.

Workplace-based screening, brief interventions, and structured referral pathways significantly reduce risks and improve recovery (Morse et al., 2022).

Support does not automatically mean disciplinary action. Options include:

• Confidential clinical conversations
• Short-term counselling
• Medical or GP review
• Structured recovery planning
• Workplace adjustments
• Collaborative monitoring

Many professionals recover fully while maintaining successful careers when support is accessed early.

Signs It May Be Time to Seek Help

You don’t need to wait for a crisis. It may be time to reach out if you:

• Think about drinking or using more than before
• Use substances primarily to cope
• Hide or minimize your use
• Feel anxious about being “found out”
• Struggle to cut back despite trying
• Notice declining sleep, mood, or work performance

Supporting a Colleague

Approach carefully and compassionately:

• Focus on observable behaviours
• Express concern rather than judgment
• Offer support and resources

Avoid public confrontation or diagnostic labeling. Effective workplace safety includes both compassion and vigilance.

Take Action Before the 11th hour

Substance use at work is often a response to stress, culture, or silent coping.

Research is clear:

• Workplace norms shape behaviour
• Chronic stress increases risk
• Early intervention improves outcomes

If this resonates for yourself, a colleague, or your team, confidential support can protect your health, safety, and career. One conversation today can prevent a crisis tomorrow. Make an appointment with us online.

Dr Quinn formerly worked as the Dual Diagnosis Coordinator at the Mater Health Services in Brisbane. As part of her contract, she assisted in the training and development of employees working across the mental health and drug and alcohol sectors. Her services include private consulting offerings, predominantly focused in the health care and education industries. Contact us to find out more.

References

Di Censo, A., Gajewski, J., & Brimblecombe, J. (2025). Alcohol and other, drug use by Australian workers: Insights from a nationally representative cross-sectional survey. Health Promotion International, 40(2).

Frone, M. R., & Brown, A. L. (2010). Workplace substance-use norms as predictors of employee substance use and impairment: A survey of U.S. workers. Journal of Studies on Alcohol and Drugs, 71(6), 845–853.

Morse, T., Cherniack, M., & O’Connor, T. (2022). A systematic review of workplace-based interventions for the prevention and treatment of problematic substance use. Frontiers in Public Health, 10, 1051119.

Ozgan, H. (2026). The impact of addictive substances on employees’ job performance and workplace safety: A phenomenological study. Current Psychology, 45, 275.

Rospenda, K. M., Richman, J. A., & Shannon, C. A. (2023). Effects of chronic workplace harassment on mental health and alcohol misuse: A long-term follow-up. BMC Public Health, 23, 16219.