Employee handbook provides guidance for dealing with an addicted employee

Employers are paying more and more attention to the person behind the employee and want to take better care of their staff—a positive development, if you ask me. As an employer, you may have to deal with someone who is addicted to alcohol, drugs, or medication (ADM). It is not always easy to handle this in the right way. What can you do yourself to prevent things from getting worse? And where can you find help if you suspect someone is using?

By Anique van Vroenhoven

Safety and vitality at work according to the law
Addiction occurs in all layers of society and possibly also in your organization. An employee does not necessarily have to use during working hours; even if it happens in their private time, there can be negative consequences at work. According to the Working Conditions Act, an employee is required to ensure the well-being, safety, and health in the workplace, both for themselves and for colleagues. If you notice any dangers, you are obliged to report them to your supervisor. The Road Traffic Act prohibits driving under the influence of substances that affect driving behavior. You might think it is the employee’s own choice to use, but as soon as the employer experiences consequences, it becomes their concern as well.

A good policy as a foundation
First of all, it is important to establish a policy. The ADM protocol can be part of the employee handbook. This includes, among other things, what the organization offers in terms of prevention, such as information and assistance. And what the rules are regarding ADM. Many employers opt for a zero-tolerance policy, during and prior to work. If an employee shows up at work under the influence, they are sent home and it costs them a day off. At the second warning, for example, a temporary suspension may follow. A policy provides clarity. Make sure there is sufficient support within the organization, especially among managers.

Involve the case manager
Sometimes it is clear that someone is addicted. It becomes more difficult if you are not sure whether someone is using, or if someone keeps denying it while you recognize clear signals. In any case, always involve the case manager; she can initiate the right conversation. Open communication is essential—discussing together what is needed to solve the addiction problem. Or to set boundaries if someone continues to refuse help. At De Verzuimmakelaar, we have specialized organizations in our provider network that can offer help at every stage of addiction. Ultimately, there is
always a path to recovery.

Practical example
One of our clients had an employee who was frequently absent, often calling in sick due to migraines. The employer suspected an alcohol addiction. Through conversations with the case manager, it became clear that the employee was very lonely and sought solace in alcohol, as an escape from reality. He was extremely ashamed towards his employer. Because the employer involved us in time, worse was prevented. After all, it starts with a habit, then becomes habituation, and that can eventually lead to addiction.

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