Many professionals have asked us about best practices for talking about drug and alcohol use at work. These conversations can feel uncomfortable, but in Australian workplaces, they’re often essential—not just to meet compliance obligations, but to protect everyone’s health, safety, and wellbeing.
When handled with empathy and clarity, these discussions can help prevent harm before it happens.
Here’s your guide to having them with confidence.
Why it matters: The cost of silence
Drug and alcohol misuse isn’t rare in Australian workplaces. According to the National Drug Strategy Household Survey, around 1 in 20 workers reported attending work under the influence of alcohol in the past year. Substance use contributes to absenteeism, injuries, poor decision-making, and reduced productivity.
Ignoring the issue doesn’t make it go away—it increases risks for everyone on site and exposes employers to legal and reputational consequences under the Work Health and Safety Act 2011.
Read more: Burnout and substance use at work
How to prepare for the conversation
If you need to speak to an employee about suspected substance use, preparation makes all the difference:
- Know your policy: Be clear on your company’s drug and alcohol policy, including testing procedures and support pathways.
- Understand available supports: Familiarise yourself with Employee Assistance Programs (EAPs), counselling, and any internal help services.
- Pick the right time and place: Choose a private, quiet space away from distractions or colleagues.
- Plan your approach: Think carefully about what you’ll say and keep notes on observed behaviours.
Above all, remember your role isn’t to diagnose—it’s to ensure safety and offer help.
Having the conversation
When it’s time to talk, follow these principles:
Stay calm and factual
Base the conversation on observations (e.g., frequent lateness, reduced performance), not assumptions or rumours.
Explain the impact
Make clear how the behaviour affects safety, team performance, or compliance.
Offer support
Reassure them that help is available and outline options like EAP referrals or adjustments.
Set expectations
If necessary, clarify next steps—this could include fitness-for-work assessments or follow-up meetings.
Responding to disclosures
If an employee admits to struggling with drug or alcohol use:
- Thank them for being honest.
- Reassure them about confidentiality (within the limits of safety obligations).
- Outline next steps and document the conversation carefully.
- Offer support resources and consider adjustments to help them recover.
If there’s an immediate risk to safety—such as a worker being unfit for duty—you must escalate the issue in line with your policies.
Prevention is better than cure
Proactive steps help create a culture where people feel safe to speak up:
- Hold regular toolbox talks or safety briefings about substance risks.
- Provide manager training on having sensitive conversations.
- Make your drug and alcohol policy clear, visible, and easy to understand.
- Lead by example—visible commitment from leadership is powerful.
Read more: What to include in your drug and alcohol testing policy
Tools that can help
Supporting your people goes hand in hand with using reliable tools:
- Workplace breathalysers: For fair, consistent alcohol screening.
Explore: Workplace Breathalysers - Drug testing kits: For random, post-incident, or return-to-work testing.
Explore: Drug Testing Kits - Educational materials: Help employees understand the impact of substance use.
Explore: Alcohol and drug safety resources
Final thoughts
Addressing drug and alcohol use isn’t about punishment—it’s about keeping everyone safe. By approaching conversations with empathy and clarity, you can help employees get the support they need and maintain a safer, healthier workplace.
Need help implementing testing solutions or policy support? Contact the Andatech team for free consultation on setting up your drug and alcohol testing policy.
