Supporting employees who are experiencing challenges with addiction and mental ill health
Tools & Resources
As a caring employer, it's likely you're doing all you can to keep your team happy and healthy. But sometimes circumstances outside of your control can trigger a decline in mental health that may lead to addiction too. While you won't be able to solve everything, there are things you can do to help. In this article, mental health and wellbeing trainers PMAC explain how you can support members of your team if they are experiencing mental ill health or addiction.
Today, the mental health and wellbeing of employees have become paramount concerns for businesses across the UK. Recent findings reveal that one in three UK employees experienced mental health issues in 2024, with a quarter reporting a decline in their mental well-being over the year. This underscores the pressing need for organisations to address mental health proactively.
The implications are profound—not just for the individuals affected but also for businesses. Poor mental health among employees has been linked to decreased productivity, increased absenteeism, and higher staff turnover. In fact, poor workplace mental health costs UK employers around £56bn annually, with presenteeism (working while unwell) accounting for approximately £28bn of this figure.
Addressing these challenges isn't just a moral imperative; it's a business one. For every £1 spent on supporting employee mental health, employers can expect an average return of £4.70 in increased productivity. Investing in mental health support not only benefits employees but also enhances overall organisational performance.
In this article, we will delve into effective strategies businesses can adopt to support employees grappling with addiction and mental health challenges. From creating supportive workplace cultures to implementing comprehensive mental health programs, we'll explore actionable steps that can make a tangible difference.
What contributes to the development of mental ill health or addiction?
Mental ill health and addiction don't usually happen for no reason. They often build up over time because of different personal, social, and life pressures. When managing a business, understanding what can cause these struggles can help you create a kinder, more supportive workplace.
Stress is one of the biggest triggers. If someone is dealing with too much work, money worries, job insecurity, or pressure at home, it can take a toll. When stress feels constant and there’s no healthy way to cope, some people might turn to alcohol, drugs, or other behaviours for quick relief. Sadly, these short-term fixes can cause much bigger problems later on.
Trauma and tough life experiences can also make people more vulnerable. Things like losing a loved one, living through abuse, or having a difficult childhood don’t just stay outside of work. Feelings of sadness, fear, or the need to escape can show up during work hours too.
Feeling isolated can make everything worse. In a small team, it’s often easier to spot when someone seems different. But if there’s a fear of being judged, employees might hide how they're feeling instead of asking for help. This can lead to even more stress and loneliness.
Genetics and existing health problems can also play a part. But usually, it’s a mix of life circumstances and personal factors that lead to bigger struggles.
What’s most important to know is this: mental ill health and addiction are not signs of weakness. They’re often responses to pain, pressure, or unmet needs.
When you create space for open, honest conversations, you make it easier for people to get help sooner. It also builds a workplace where everyone feels safer and more understood.
How to Support Your Employees
Supporting employees through challenges like mental health struggles or addiction is not just about being kind, it’s about investing in a healthier, happier, and more productive workplace. Here’s how you can make a real difference:
1
Listen without judgement
Make it clear that mental health is just as important as physical health. Create a safe space where employees feel comfortable sharing their struggles. When someone opens up about addiction or mental health, the way they’re received matters.
Listening without judgement means being present and showing empathy. Avoid rushing to offer solutions. Instead, just listen. Simple phrases like “I’m here for you” or “Thanks for sharing” can make a person feel safe.
It’s also important to watch your body language. A calm, open posture and gentle voice can help someone feel at ease. Even if you feel unsure, staying grounded and not reacting too quickly builds trust.
Remember that you don’t need to have all the answers. Your role isn’t to diagnose or offer treatment, but to listen, show care, and point them towards appropriate support if they are open to it.
2
Offer flexible work options
Sometimes, the demands of work can feel overwhelming. Offering flexible hours or remote work options can help employees manage their responsibilities without the pressure of rigid schedules. Flexibility shows that you trust them and care about their well-being. This small shift can reduce stress and help them regain a sense of control.
3
Provide access to mental health resources
Ensure your team knows about any available mental health resources, like counselling, therapy, or mental health apps. If possible, offer an Employee Assistance Program (EAP) to provide confidential help. These resources can be life-changing when someone feels like they have nowhere to turn.
4
Promote work-life balance
Encourage employees to take time off when they need it. Overworking can lead to burnout, which only worsens mental health. Create a culture where breaks, holidays, and downtime are not only accepted but encouraged. When employees feel rested and recharged, they’re more focused, motivated, and engaged.
5
Offer mental health training for managers
Equip your managers with the tools they need to spot the signs of mental health struggles and addiction. Training them to have compassionate, understanding conversations can make a huge difference. When leaders show they care, employees are more likely to open up and seek help. Mental health training for your team can help provide valuable tools, techniques and strategies to help them support each other.
6
Build a supportive work environment
Create a workplace culture where kindness, respect, and empathy are key values. When employees feel connected to their colleagues and their company, they’re less likely to feel isolated. Team-building activities, wellness programs, or simply having regular check-ins can strengthen these bonds and make everyone feel like they belong.
7
Lead by example
As a leader, you set the tone. When you prioritise your own mental health and openly discuss it, you show your team it’s okay to do the same. Lead with vulnerability and transparency, this makes it easier for your employees to feel safe in sharing their own challenges.
8
Stay positive and be patient
Change doesn’t happen overnight, and it’s important to be patient. Supporting employees takes time and consistency. Remind them that it’s okay to struggle and that their health matters more than any deadline or target. Celebrate small wins, show appreciation, and keep the door open for support when needed.
Accepting and empowering your employees struggling with addiction or mental health
Supporting employees with addiction or mental health struggles starts with acceptance. This means recognising that everyone is doing the best they can with what they have, even if their performance doesn’t meet expectations. It’s also important to understand that not everyone will be ready to seek help right away.
For small business owners, it can be hard to watch someone struggle, especially when you have close relationships with your team. But it’s important not to push or pressure someone to get help before they’re ready. Acceptance isn’t about agreeing with unhealthy behaviours, it’s about seeing the person beyond the challenge.
Focus on their strengths—what they bring to the team, their skills, or their resilience. When an employee feels valued, they’re more likely to feel supported.
When they are ready for help, empower them to take the next step. This could mean offering flexibility or time off to access support, or simply providing a little extra understanding.
By combining acceptance and empowerment, you create a workplace where employees feel safe to ask for help and confident in taking the next steps at their own pace.
PMAC is a UK-based organisation of mental health & wellbeing trainers providing psychologically-informed workplace mental health training to businesses in the UK, helping to create a healthier and more productive working environment.
Next steps...
- Keep the lines of communication open as much as you can, and ensure your team know about what support is available to them.
- Find out more about supporting your team's wellbeing in our bundle.
- Explore PMAC's mental health training courses and range of free resources.