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Alcohol, illegal drugs, and nicotine are the substances which probably come to mind when we think about addiction. As many as one in five working people have difficulty with alcohol or drugs. They are also at risk of developing a dependency, according to official estimates.
Addiction can also extend to behaviours other than substance dependency such as gambling, video gaming and pornography.
The Medical Director for Bupa UK Insurance, Dr Naveen Puri, explains: “In simple terms, an addiction is anything which stimulates dopamine reward pathways in the brain. It establishes a craving for something to the point where a want becomes a need.”
Alcohol misuse alone costs the UK economy £7.3 billion a year in lost productivity. The International Labour Organisation estimates that up to 40 per cent of accidents in the workplace involve alcohol. 42 per cent of employees have gone to work with a hangover, or still under the influence of alcohol. When this happened, employees said their performance was 39 per cent less effective than usual.
Dr Caroline Wood, Head of Behavioural Insights and Research, Bupa Global and UK says: “This represents a significant risk for any business. Alcohol and drugs impair decision-making and reaction times and increase the risk of both absenteeism and presenteeism.”
Another issue is that habits can become habit-forming as the brain’s neural processes and reward systems are re-wired. This is because elevated levels of dopamine lead to increased sensitivity to glutamate — a brain chemical associated with learning and cue-related behaviours.
Dopamine, and this reward pathway, is also the driver for behavioural addictions such as gambling, video gaming, excessive use of pornography and sex addiction.
Dr Puri adds: “This is often associated with compulsive behaviour and people with addictions developing a tolerance to the substance or behaviour they crave, which can lead to increased risk-taking.”
“Apart from the obvious risk around heavy equipment and accidents, substance misuse also undermines productivity through the output of inferior goods and services,” says Dr Wood.
Other potential challenges include challenging behaviour towards other employees, increased workloads, and stress for other team members.
Meta-analysis of 61 studies involving more than 333,000 people found that employees who work more than 55 hours a week are more likely to drink at levels which threaten their health.
A report from the British Medical Association (BMA) found that people in managerial and professional positions drink more often than those in routine and manual occupations. And it pointed out: “Contrary to popular belief, the majority of people who have an alcohol-use problem are in work.”
Dr Caroline Wood, continues: “People experiencing addictive behaviours can be very adept at masking their behaviour. They can hold down demanding jobs and maintain full social lives. They can even hide their difficulties from their partners and close family.”
“These high-functioning individuals are often in denial about the extent of their dependency. They may use their ability to perform as a defence if anyone suggests there is a problem.”
“Some experts prefer the term ‘currently functioning addict.’ Because sooner or later, there will be a breaking point.”
“This could be because the addiction has escalated to the point that it is impacting their performance or health. Sometimes it’s because the family, colleagues, and friends they have relied on withdraw their support. Or, because they insist that dependency issues are addressed.”
Dr Puri explains: “If there is an issue, the first step to recovery is acknowledging a potential problem and seeking help. Studies confirm the value of workplace interventions, and providing effective support makes sound business sense.”
Dr Wood adds: “The business case for early intervention is undeniable. It protects productivity, the organisation’s reputation and avoids potential HR issues involving the individual with dependency issues as well as their colleagues. Providing effective support and having policies in place which promote positive interventions will minimise the damage for both the individual and the organisation.”
Inaction is not an option. Employers have a statutory duty, under the Health and Safety at Work Act, to ensure the health, safety, and welfare of employees.
The Management of Health and Safety at Work Regulations require employers to conduct regular risk assessments. These should include checks on the use of alcohol and drugs if there is any sign of a problem.
Dr Wood concludes: “Employers must have systems in place to identify team members who may be struggling and offer support before there is a crisis.”
To find out more information on addictive behaviours and what it means for businesses, visit the Health Horizons page.
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