There has been a noticeable rise in cases involving alcohol and drug misuse both during working hours and at work events. This trend is reflected globally. A recent study from Bupa (2025) found that one in three workers have admitted to on‑the‑job substance use or addictive behaviour. This subject is particularly important at the start of the year, as January is widely recognised as a challenging month for wellbeing. Employees may experience increased stress, low mood, financial pressures, or post‑Christmas adjustment, all of which can heighten the risk of turning to substances as a coping mechanism. It is therefore essential to remain vigilant and supportive, ensuring early signs are recognised and addressed.
Your HR function plays a central role in supporting managers, ensuring consistency, and safeguarding both employees and the school when concerns about drug or alcohol misuse arise. HR will support you to follow policy, handle sensitive conversations, and balance support with school responsibilities.
Signs to look out for:
- Sudden change in mood
- Erratic or unpredictable behaviour
- Drop in productivity
- Difficulty concentrating
- Noticeable smell of alcohol
- Bloodshot eyes
- Unsteady movements
- Neglect of hygiene or sudden change in appearance
- Paranoia
Alcohol or drug misuse—whether inside or outside of work—can contribute to a range of workplace issues. These may include increased absenteeism, conflicts with colleagues, patterned absences, social withdrawal, and workplace accidents. Identifying early signs is crucial not only for maintaining a safe workplace but also for safeguarding the physical and emotional wellbeing of the employee concerned.
The Health and Safety at Work Act places a legal duty on employers to ensure, as far as reasonably practicable, the health, safety, and welfare of all employees and any individuals affected by workplace activities. This responsibility reinforces the importance of spotting concerns early, supporting affected employees, and implementing appropriate measures to protect colleagues and, where relevant, children in their care.
This also links closely to safeguarding responsibilities. For example, an employee using recreational drugs at a school‑related event—even outside working hours—could risk bringing the school into disrepute and negatively affect the children associated with the setting. Clear policies regarding conduct inside and outside of work, along with defined consequences for substance misuse, are essential in managing these risks. Having a clear policy on Drug and Alcohol misuse will help support you in the event of such concerns, as well as reference to statutory guidance e.g. Keeping Children Safe in Education. In some cases, concerns may be brought to the attention of the school by other agencies such as the LADO, NHS alcohol services or the police.
When you believe you have identified signs of alcohol or drug misuse, it is important to address the matter sensitively and constructively. Avoid making assumptions about the cause of the behaviour. Begin with a confidential conversation, using open‑ended questions such as, “You’ve seemed quite tired lately—how are you feeling?” Focus on specific incidents or behaviours that have raised concerns, especially where health and safety may be affected. The employee should never feel pressured or judged. Where clear misconduct has occurred, follow your disciplinary procedures appropriately, using suspension only as a last resort while still prioritising support for their wellbeing.
There are several ways to support an employee who may be misusing substances or who has disclosed an addiction. Many organisations provide access to an Employee Assistance Programme (EAP), which may include counselling or other support services. These can be valuable for employees experiencing stress or other challenges that may have contributed to substance misuse. It is useful to know what support may be available locally through NHS or Drug/Alcohol charities. A referral to Occupational Health may identify underlying issues and recommend reasonable adjustments, which can reduce work‑related stress—particularly relevant given findings such as those reported by Sky News (2024), indicating that nearly a quarter of teachers use alcohol to cope with job‑related pressures.
To reduce the risk of substance misuse more broadly, organisations should promote a culture of wellbeing throughout the year. This includes encouraging open communication about mental health, offering relevant training for managers on recognising signs, promoting healthy working habits such as regular breaks and flexible working where possible, and equipping managers to recognise signs of burnout and respond supportively. Organisations also have a responsibility to reinforce expectations around conduct at work and work-related events. January, in particular, can be an important time to reinforce these initiatives, as employees may be more vulnerable to stress and emotional strain.
CIPD (2020) found that 35% of employers had disciplined someone within the previous two years for alcohol misuse and 26% for drug misuse. These figures highlight the ongoing nature of the issue and the importance of early intervention and supportive measures.
FusionHR offers services that can support employers and employees with alcohol and substance misuse. We offer a fast-paced Occupational Health service where you’ll receive an action-focused report. We also offer therapeutic services such as counselling and CBT with direct access to highly trained therapists with experience in the education sector. Get in touch to chat through further support.
