How to Help a Colleague if You Notice They Are Misusing Alcohol or Other Psychoactive Substances at Work
Being concerned about a colleague who is showing changes in behaviour can be difficult, especially if you suspect alcohol or other psychoactive substance misuse. Although you are not responsible for solving the problem, as a colleague you still have an important role.
Colleagues are often the first to notice when someone on the team is struggling with addiction. The key is to offer support, suggest change, and maintain your own boundaries. Long-term tolerance of the problem or taking over someone else’s responsibilities can enable unhealthy patterns to deepen.
Excessive alcohol or drug use, as well as other addictive behaviours, are often linked to relationship difficulties, financial debt, health problems, or legal issues. Experience shows that the environment surrounding a person with addiction often reacts in similar ways: talking about the person rather than to them; covering up mistakes; looking the other way; minimizing the seriousness of the situation. Although driven by good intentions, such reactions can make the problem worse.
It is not uncommon for a person confronted about a potential problem to deny it, minimize it, become defensive, or avoid further contact. Do not let this discourage you – an active and constructive approach is far more likely to lead to positive change than ignoring the issue.
What You Can Do:
-Do not take over their tasks or cover up their mistakes.
-Protect your own stress limits and do not allow yourself to be overwhelmed by someone else’s problems.
-Speak openly and collegially – share your observations, express concern, and offer support.
-If the situation does not improve, contact a supervisor, the HR department, or an internal counsellor.
-If someone is under the influence of alcohol or drugs at work and endangers others – immediately inform a supervisor.
-Do not make diagnoses – focus on specific behaviours and their impact on the team and work environment.
Misuse of psychoactive substances can occur in any profession. In occupations that directly affect the health and safety of others, absolute sobriety is essential. Employees who endanger themselves or others must be removed from the workplace.
Unlike managers, employees generally do not have a legal obligation to intervene, unless there is a direct risk to others or to the company – in such cases, there may be a duty to report out of loyalty to the employer. Regardless of legal aspects, an honest conversation and an expression of concern can be an important catalyst for change. Ultimately, responsibility always lies with the person who has the problem. As a colleague, you can be an important source of support, but you are not responsible for solving the issue. Protect your own boundaries, seek help when needed, and act in a timely manner – in the interest of the entire team.
How to Prepare for the Conversation?
Talking about a potential addiction is sensitive and requires preparation:
-Write down your specific observations.
-Plan how you will start the conversation.
-Ensure a safe and calm environment.
-Use phrases such as: I am concerned because…, I’ve noticed that something has changed…
Do not expect immediate change. Offer support, but do not take on the role of a therapist – remain in your role as a colleague. If there is no improvement after the conversation, the situation worsens, or you feel excessive personal stress, contact a supervisor, HR, or professional advisers. If you notice progress, acknowledge and encourage your colleague, but be aware that relapse is possible. Continue offering support without taking over responsibility.
Remember, even well-intentioned reactions can unintentionally worsen the situation. Common pitfalls include assuming responsibility instead of the person with the problem, covering up mistakes, and justifying behaviour. Such actions can reinforce addictive patterns and damage team dynamics.
Ileana Šnur-Muratagić
