Supporting employees through hidden struggles: Why addiction awareness in the workplace matters A workplace issue that stays in the shadows

Steve McCann, Director of MCG Consulting, brings over 20 years of experience in the legal industry and professional development to open up the conversation on addiction in the workplace and what practical changes every business can make to ensure colleagues feel safe and supported. 

One of the biggest misconceptions in professional environments is that addiction is rare. It isn’t. Alcohol and substance dependency thrive in high-performance cultures where stress is constant, long hours are the norm, and drinking is embedded into professional networking.

I know that feeling. I spent years struggling before I found recovery, and simply hearing addiction discussed openly can be the moment someone realises they don’t have to do it alone.

During lockdown, I set up a drop-in bench in my local park where lawyers, some battling addiction and others facing burnout or stress, could speak openly, often for the first time. Lawyers would meet me to talk about their struggles with alcohol or drugs. The impact was striking. Many of them have gone on to recover.

At a recent talk, a junior lawyer told us it was the first time they had ever felt seen at work. That moment of recognition can be life-changing. I’ve experienced it myself, and I’ve seen how powerful it is for others. While the credit belongs to them, it reinforced to me the power of connection and the urgent need for safer spaces within the legal profession.

Yet, despite the clear need for support, many firms hesitate to tackle addiction directly because they worry:

• How do we support employees who don’t ask for help?
• What if we don’t have the right expertise?
• How do we measure impact when addiction is rarely disclosed?

The reality is, you don’t need all the answers. The most powerful first step is creating a workplace culture where employees feel safe to talk about their struggles. Without that sense of belonging, addiction remains hidden.

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Practical steps employers can take

Even without direct disclosures, businesses can create an environment where employees feel safer and more supported.

Foster open conversations – While mental health awareness is growing, addiction remains taboo. Businesses should explicitly acknowledge substance misuse as a wellbeing issue and create judgment-free spaces where employees feel safe to talk.

We recently delivered an addiction awareness talk where a senior manager shared their own recovery story for the first time. The impact was immediate. Colleagues felt empowered to open up, and the firm began developing long-term support strategies.

Rethink workplace drinking culture – Offering non-alcoholic options or alcohol-free networking events sends a strong message that everyone belongs. Beyond personal preference, these changes foster a more inclusive workplace culture. When drinking is the default, employees struggling with addiction, or those simply choosing sobriety, often feel isolated or pressured to conform. Small shifts, like offering opt-in social events where alcohol isn’t central, help ensure that all employees can fully participate

• Introduce peer support networks – Internal recovery networks, such as the Corporate Mutual Aid Recovery (CMAR) programme, provide confidential support and reduce the isolation that fuels addiction.

Even employees who don’t self-identify as struggling benefit from the psychological safety and sense of community these spaces create.

• Train leaders and managers – HR professionals and line managers don’t need to be addiction experts, but they should understand how to recognise signs of struggle, offer support, and signpost employees toward help.

In one firm, a well-trained manager helped a senior associate seek external recovery support without requiring them to disclose their addiction internally.

• Measure cultural impact, not just individual cases – Many businesses hesitate to invest in addiction awareness because they assume there’s no measurable return but addiction’s impact is already visible in absenteeism, presenteeism, and employee engagement scores. Instead of waiting for disclosures, firms should assess whether their workplace culture is fostering psychological safety—a key measure of whether employees feel secure enough to seek help.

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Why this matters for businesses

Employers often hesitate to act without clear, measurable business benefits. However, addiction significantly impacts workplaces:

• Lost productivity – Substance misuse costs UK businesses an estimated £7.3 billion in lost productivity annually.
• Absenteeism and presenteeism – Employees struggling with addiction take more sick days, but many also experience presenteeism, being at work but unable to perform at full capacity.
• Workplace culture – A firm that supports recovery creates an engaged, loyal workforce. Employees are more likely to stay when they feel valued.

The business case for addressing addiction is clear, but the human case is even stronger.

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From crisis management to a cultural shift

Addressing addiction in the workplace requires a shift in how organisations approach employee wellbeing. It’s not about waiting for someone to admit they have a problem. It’s about creating an environment where they don’t have to suffer in silence.

Firms that embrace this approach see profound changes.

At a recent talk, a junior lawyer told us it was the first time they had ever felt “seen” at work. They hadn’t disclosed their struggles, but simply hearing addiction discussed openly gave them the courage to seek help. It was a reminder that visibility alone can be transformational and that breaking the silence can be life-changing.

At our drop-in bench, we saw professionals at every career level grappling with addiction, many of whom had never spoken about it before.

The common thread? They didn’t feel safe to be honest in their workplace.

That is what needs to change.

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The bottom line: Connection is the opposite of addiction

I have seen first-hand that change happens when organisations break the silence.

Employers don’t need to solve addiction, but they do need to remove the barriers that prevent employees from seeking support.

The good news? You can start today.

✔ Encourage open conversations

✔ Provide support networks

✔ Create a culture where employees don’t need to struggle alone

Addiction is not just a personal problem; it is a workplace issue. By taking proactive steps, businesses can build environments that support employees, reduce stigma, and create cultures where people don’t just survive. They thrive.

Together, we can make workplaces safer, healthier, and more connected.