- An estimated 70% of adults with substance use disorders are employed
- Workplace signs include increased absenteeism, declining performance, and behavioral changes
- Approaching a co-worker requires balancing compassion with professional boundaries
- Employee Assistance Programs (EAPs) offer confidential counseling and treatment referrals
- The ADA and FMLA provide certain protections for employees seeking addiction treatment
- Covering for a colleague enables continued substance use and may create liability
- Addressing the issue can save careers and lives — ignoring it puts everyone at risk
- You are not responsible for diagnosing or treating a co-worker's addiction
Published: February 2026 | Last Updated: February 2026 | Reading Time: 5 min
Recognizing Workplace Signs of Addiction
Substance use disorders do not discriminate by profession, income level, or job title. The National Survey on Drug Use and Health indicates that approximately 70% of adults with substance use disorders maintain employment. This means addiction is present in virtually every workplace.
Performance-Related Indicators
Workplace signs of a co-worker's struggle may include frequent tardiness, unexplained absences, or extended lunch breaks, declining work quality or missed deadlines, difficulty concentrating or following instructions, increased errors, accidents, or near-misses, and inconsistent productivity — alternating between overperformance and underperformance.
Behavioral and Social Changes
Behavioral indicators include withdrawal from co-workers and work social events, mood swings or emotional instability, defensiveness when questioned about performance, frequent personal crises, borrowing money from colleagues, and changes in physical appearance or grooming.
How to Approach the Situation
Have a Private, Compassionate Conversation
If you have a close enough relationship with your co-worker, a private conversation expressing genuine concern can be appropriate. Focus on observable workplace behaviors rather than assumptions about substance use. For example: "I have noticed you have seemed really stressed lately and have missed a few deadlines that are not like you. I just want to check in — is everything okay?"
Know Your Boundaries
As a co-worker, your role is to express concern, not to diagnose, confront, or manage someone's addiction. You are not their therapist, sponsor, or supervisor. Avoid attempting an intervention, covering for their work, lending money, or making excuses for their behavior.
When to Involve Management or HR
If a co-worker's substance use creates safety hazards, significantly impacts team performance, or involves impairment on the job, it may be appropriate to involve a supervisor or HR representative. This is not betrayal — it is a necessary step that can ultimately help your co-worker access the support they need.
Workplace Resources
Employee Assistance Programs (EAPs)
Most employers offer EAPs that provide free, confidential short-term counseling, substance abuse assessment and referrals, crisis intervention, and work-life balance support. EAPs are typically available to all employees and their family members at no cost. Encouraging a co-worker to contact the EAP is one of the most helpful actions you can take.
Legal Protections
Employees who seek treatment for addiction are afforded certain legal protections. The Americans with Disabilities Act (ADA) protects individuals who are in recovery from discrimination, though it does not protect current illegal drug use. The Family and Medical Leave Act (FMLA) may provide up to 12 weeks of unpaid, job-protected leave for substance abuse treatment.
Protecting Your Own Well-Being
Supporting a co-worker through addiction can be stressful and emotionally draining. Maintain professional boundaries, avoid taking on additional work indefinitely to cover for them, and seek support through your own EAP, trusted friends, or professional counseling if needed.
Frequently Asked Questions
Should I tell my boss about a co-worker's suspected addiction?
This depends on the situation. If the co-worker's behavior creates safety risks, significantly impacts work, or involves impairment on the job, informing a supervisor or HR is appropriate. For less immediate concerns, encouraging the co-worker to seek help through the EAP may be a better first step.
Can my co-worker be fired for having an addiction?
Current illegal drug use is not protected under the ADA. However, employees who voluntarily seek treatment or are in recovery have certain protections. Employers can still enforce workplace policies, require fitness-for-duty evaluations, and take action based on performance or safety concerns.
What if my co-worker asks me to cover for them?
Politely decline. Covering for a co-worker — making excuses for absences, completing their work, or hiding evidence of impairment — enables continued substance use and may create professional or legal liability for you. A caring refusal can be: "I care about you, but I cannot cover for this. I think talking to the EAP could really help."
References
- Substance Abuse and Mental Health Services Administration. (2023). Substance Use and the Workplace.
- National Safety Council. (2024). Substance Use in the Workplace.
- U.S. Department of Labor. (2023). Employee Assistance Programs.
- American Society of Addiction Medicine. (2023). Addiction and Employment.
- U.S. Equal Employment Opportunity Commission. (2023). The ADA and Substance Use.
This article was reviewed by the Valley Spring Recovery Center Editorial Team. For more information, call (201) 781-8812 or visit our admissions page.
Valley Spring Recovery Center — Evidence-based addiction treatment in Norwood, New Jersey.