What to do if you suspect a coworker is on drugs

Seventy percent of the 14.8 million people living with a substance use disorder are employed, which means this challenge could be quietly playing out just a few desks away. If you’re wondering what to do if you suspect a coworker is on drugs, it’s normal to feel concerned, unsure, or even afraid of saying the wrong thing. It’s a tough place to be, but there are safe, thoughtful ways to navigate the situation that protect both you and your colleague and might even open a door to healing.

Signs that a colleague may be abusing drugs or alcohol

When you spend a lot of time with someone at work, you get to know their habits and personality. Noticing a shift in their behavior can be unsettling. It’s important to remember that the observations you make are just that, observations. They aren’t definitive proof of substance abuse, but they can be indicators that someone is struggling. Approaching the situation with empathy rather than judgment is the first and most crucial step. While there are many signs of drug addiction, they often fall into a few key categories in a workplace setting.

Change in performance

One of the first places a struggle might show up is in your coworker’s job performance. You might notice:

• A drop in productivity or quality of work.
• Frequently missed deadlines or forgotten tasks.
• An increase in mistakes or accidents, which could impact safety.
• Taking unnecessary risks or showing poor judgment.
• Increased absenteeism or tardiness, often with vague explanations.

Physical appearance

Changes in physical appearance can also be a sign, but it’s important to be careful here, as these could easily be related to other health issues. Gentle observations might include:

• Bloodshot eyes or pupils that seem larger or smaller than usual.
• A noticeable decline in personal grooming or hygiene.
• Sudden weight loss or gain.
• Unsteady movements, tremors, or slurred speech.

Personality

Sudden or dramatic shifts in a coworker’s personality can be one of the most apparent signs that something is wrong. These changes might look like:

• Increased irritability, defensiveness, or mood swings.
• Uncharacteristic anxiety, paranoia, or fearfulness.
• Withdrawing from the team or avoiding social interaction.
• A sudden and unexplained need for money or borrowing from colleagues.
• Dishonesty or secretive behavior.

What to do if you suspect a coworker is struggling with addiction

Knowing what steps to take can feel overwhelming, but a structured approach helps ensure you act in a way that is both safe and supportive. The goal isn’t to diagnose or confront but to follow a process that protects everyone involved.

• Document your observations. Stick to the facts. Write down specific dates, times, and behaviors you’ve witnessed (e.g., “On Tuesday at 10 a.m., missed the team deadline for the project report”). Avoid making assumptions or interpretations about what you’re seeing.
• Review your company policy. Your employee handbook is the best place to find information on the company’s drug and alcohol policy. Understanding the official procedures will help you know what to expect and what your responsibilities are. It can also provide information on available addiction treatment resources.
• Report your concerns to the right person. This is a critical step. Your concerns should be shared confidentially with your direct supervisor or a representative from human resources (HR). Gossiping with other colleagues can create a toxic environment and isn’t helpful. If you’re looking for guidance on how to structure your thoughts, resources on how to prepare for a difficult conversation can be useful.
• Focus on safety and performance. When you talk to management or HR, frame your concerns around job performance and workplace safety. These are legitimate business concerns that your employer is obligated to address. Let them handle the situation from there.

If you need confidential guidance, the SAMHSA National Helpline is available 24/7 to provide information and treatment referrals.

What not to do if you suspect a coworker is on drugs

When concerns about employee drug use come up, it’s just as important to know what not to do as it is to know the appropriate action to take. Missteps can increase legal risk, strain workplace relationships, and potentially make the situation worse for everyone involved.

Don’t confront or accuse the coworker directly

Even if an employee’s behavior seems concerning, confronting a coworker about suspected drug or alcohol use is rarely appropriate. Accusations can escalate quickly, create safety risks, and lead to legal issues for both you and your employer. Determining substance use, addiction, or impairment is not the responsibility of other employees. That role belongs to managers, supervisors, and human resources.

Don’t rely on rumors, assumptions, or diagnoses

Avoid speculating about drug use, addiction, or specific substances like marijuana, cocaine, or prescription drugs. Behaviors such as acting erratically, changes in productivity, or mood shifts can stem from stress, medical conditions, mental health concerns, or personal issues. Focus only on observable conduct and documented symptoms rather than assumptions about substance abuse.

Don’t discuss concerns with other employees

Sharing concerns with coworkers can quickly turn into gossip and may harm the employee’s reputation, workplace morale, and your own credibility. It can also interfere with proper documentation and investigation. Concerns about suspected drug use should be handled confidentially through the appropriate channels, such as a supervisor or human resources.

Don’t try to manage the situation yourself

It’s not your role to investigate, recommend treatment, arrange testing, or decide on disciplinary action. Employers have established policies, legal obligations, and access to resources like counseling, employee assistance programs, and reasonable suspicion testing when necessary. Trying to intervene personally can expose you and your organization to unnecessary risk.

Don’t ignore safety concerns

While it’s important not to overstep, it’s equally important not to ignore behavior that may put other employees, customers, or the business at risk. If an employee’s conduct appears dangerous or disruptive, reporting concerns promptly and professionally helps protect workplace safety and allows the employer to address the situation appropriately.

What are the legal implications of workplace drug use?

Navigating suspected substance use in the workplace also involves understanding certain legal boundaries. While the Americans with Disabilities Act (ADA) can protect an employee who is in recovery from addiction, it does not protect an employee currently engaging in illicit drug use. Employers have the right to enforce drug-free workplace policies. If your company moves forward with drug testing, it’s important to know that privacy laws like HIPAA protect the confidentiality of an employee’s health information once they seek treatment.

What are the odds of getting a false positive drug test?

Workplace drug testing isn’t perfect. It’s estimated that between 5% and 10% of drug tests can produce a false positive. This can happen for several reasons, as everyday substances can sometimes trigger a positive result. Common culprits include poppy seeds, certain over-the-counter cold medications, and some prescription drugs. If an employee receives a positive result they believe is incorrect, they typically have the right to challenge it and request a more accurate, secondary test. Understanding the nuances of a workplace drug test can clarify these procedures.

Frequently asked questions

Ways to help a colleague struggling with substance abuse

It’s natural to want to help a coworker you care about, and the most powerful way to do that is by encouraging them toward professional support. Recovery is possible, and it’s more accessible than ever. Many people struggling with substance abuse also face co-occurring mental health conditions like anxiety or depression. For them, integrated care that addresses both issues simultaneously is essential for lasting healing. Programs that offer this are often called dual diagnosis treatment.

At Red Ribbon Recovery, we provide flexible outpatient programs that allow individuals to get help while maintaining their employment. With telehealth options available, support is never out of reach. We believe in compassionate care that empowers people to build a new foundation for their lives.

Watching someone struggle is hard, but your thoughtful and principled actions can make a real difference. If you or someone you know is ready to take the next step, our team is here to talk 24/7. Just call us at (303) 219-3980. At Red Ribbon Recovery Colorado, we offer a path forward built on understanding and respect. Please don’t hesitate to reach out and contact us when you’re ready to start the conversation.