For managers & HR
How to Support an Employee or Colleague With Addiction
One of the hardest positions to be in is noticing that someone on your team is struggling — the missed deadlines, the Monday absences, the sense that something's off — and not knowing whether, or how, to say something. Handled well, your concern could be a turning point. Handled badly, it can push someone further into hiding.
How do you support an employee with addiction? Lead with care, not accusation. Focus on the specific work issues you've observed, point them toward confidential help (such as an EAP), protect their privacy, and involve HR for anything involving policy or performance. Your job is to open a door, not to diagnose or treat.
Spotting it — without diagnosing
You're not there to label anyone. But patterns — lateness, absence (especially Mondays), dips in performance, mood swings, withdrawal from the team, being "unwell" often — can be a signal. Note what you've actually observed, not what you assume the cause is. Hiding addiction at work describes how well people can mask it.
The conversation
Pick a private, calm moment. Anchor it in care and in specifics: "I've noticed a few things and I'm concerned about you." Avoid accusations or amateur diagnosis. Then point toward support — if your organisation has an Employee Assistance Programme (EAP), that's free, confidential counselling they can use without you ever seeing the details. The approach overlaps a lot with talking to anyone about their use: lead with concern, expect some defensiveness, keep the door open.
What to avoid
Don't gossip about it, don't cover for them in ways that hide the problem (that's enabling), and don't make promises about their job or confidentiality you can't keep. Equally, don't ignore it and hope it resolves.
Policy, performance and the law
Anything touching employment policy, performance management or legal obligations should go through HR and, where relevant, your legal or occupational-health advisers — this article is general guidance, not legal or HR advice. A good principle: separate genuine support (which you can offer warmly) from performance or conduct processes (which belong with HR).
Pointing them to help
You don't have to be the solution — you have to be a bridge to it. Confidential professional help exists and is built for exactly this. If it would help to point someone toward a discreet, no-pressure first conversation, that's something I offer.
Frequently asked questions
How do I talk to an employee I think has an addiction?
Privately and with care, focusing on specific work-related things you've noticed rather than accusations or diagnosis. Express concern, point them to confidential help like an EAP, and route anything involving policy or performance through HR.
Should I tell HR if I think a colleague has an addiction?
For anything touching performance, conduct or policy, yes — involve HR, who are equipped to handle it properly and lawfully. Personal, supportive conversations can happen separately, but don't carry policy decisions on your own.
What is an EAP?
An Employee Assistance Programme is a confidential support service many employers offer, providing free counselling that management doesn't see the details of. It's often the easiest, most private route for an employee to get help.
Want to point someone toward discreet help?
Confidential, professional one-to-one support built for working people. A no-pressure first conversation with Gary can be that bridge.
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