Beyond the Obvious: Recognizing Signs of Substance Misuse in the Workplace. 

Fortunately, the only person hurt in the crash was the driver. A judge subsequently ruled that the injured driver was not entitled to workers’ compensation for his injuries—a stark reminder that substance misuse on the job can carry significant personal and professional repercussions. 

Preventable?  

It’s likely that someone, a coworker, supervisor, or manager—had noticed red flags before this incident. Substance misuse in the workplace rarely appears out of nowhere. There are often warning signs—physical changes, behavioral shifts, or declining job performance—that, if recognized early, could have led to intervention before disaster struck. 

Warning Signs 

We often spend more time with our colleagues than with our families, which means we develop a sense of what is “normal” for those we work with. When an employee begins struggling with substance use or mental health issues, noticeable changes may emerge, including: 

Behavioral and Emotional Changes 

• Mood swings, increased irritability, or unexplained emotional outbursts 

• Withdrawal from social interactions or avoidance of coworkers 

• Uncharacteristic anxiety, paranoia, or defensiveness 

• Sudden bursts of euphoria or erratic behavior 

Work Performance Issues 

• Frequent absences, tardiness, or unexplained disappearances from the workspace 

• Missed deadlines, careless mistakes, or a decline in work quality 

• Poor judgment, impaired decision-making, or failure to follow safety protocols 

• An increase in workplace accidents or violations of company policies 

Physical Signs of Substance Use or Mental Health Struggles 

• Bloodshot or glassy eyes, dilated or constricted pupils 

• Sudden weight loss or gain 

• Complaints of chronic fatigue, headaches, nausea, or other unexplained ailments 

• Unusual body odors, including the scent of alcohol or marijuana 

Taking Action: How Leaders Can Address Workplace Impairment 

Recognizing potential substance misuse is just the first step. Leaders, supervisors, and HR teams must take appropriate action when concerns arise to maintain a safe and productive workplace. Here’s what to do: 

• Consult Your Leadership Team – Speak with your manager, HR representative, or supervisor about your observations and the company’s policies for addressing suspected impairment. 

• Have a Constructive Conversation – Privately discuss observed behavioral, physical, or performance issues with the employee without making accusations. Approach the conversation with concern rather than judgment. 

• Identify Potential Solutions – If there is a reasonable explanation for the observed changes, work together to address any performance or safety concerns. This may include: 

• Developing a performance improvement plan 

• Referring the employee to an Employee Assistance Program (EAP) 

• Providing access to counseling or community support resources 

• Implementing workplace accommodation if necessary 

• Request a Reasonable Suspicion Test (If Applicable) – If workplace impairment appears linked to substance use, follow company policy regarding drug and alcohol testing. If testing is necessary: 

• Ensure the employee is accompanied to the testing site and does not drive themselves. 

• Clarify who will receive the test results and outline the next steps for both positive and negative results. 

• If the test is positive, establish a straightforward process for return-to-work protocols, including required treatment, education, return-to-work and follow-up testing.