Alcohol and drug use in the workplace is a significant concern, particularly in industries where safety is a top priority.
This refers to any situation where an employee is impaired by alcohol or drugs, whether prescription, recreational, or illegal substances, while performing their job.
It's not just about being under the influence but also includes situations where substance use affects an individual's behavior, productivity, and decision-making.
In Canada, the impact of substance use in the workplace is more than just a personal issue; it can also lead to increased workplace accidents, decreased efficiency, and higher healthcare costs.
According to a Canadian study, nearly 40% of workplace injuries are related to alcohol or drug use, making it a pressing concern in safety-sensitive industries like construction and transportation.
In this blog, we will explore 10 key statistics on alcohol and drugs in the workplace.
These insights will help employers and employees understand the extent of the issue, the risks involved, and, most importantly, the steps that can be taken to prevent and address substance use.
With a focus on actionable strategies, these statistics will provide a clearer picture of how alcohol and drugs can impact productivity, safety, and overall workplace culture in Canada.
10 Key Statistics on Alcohol and Drugs in the Workplace
Substance use in the workplace affects productivity, safety, and overall business performance.
These key statistics shed light on the scale of the issue and its impact, emphasizing the need for proactive measures, such as substance abuse awareness training, to address and prevent workplace substance use.
Let's dive into 10 important statistics that outline the risks and consequences of alcohol and drug use at work.
1. The Hidden Risk Behind Safety-Sensitive Roles
In Canada, 20% of workers and 35% of managers in safety-sensitive roles reported using substances within two hours of starting work.
This is a concerning statistic, particularly in industries like healthcare, transportation, and manufacturing, where impaired judgment can lead to serious accidents.
In these roles, even slight impairment can lead to costly mistakes, accidents, and injuries, which could have long-lasting effects on both workers and the organization.
Recognizing this risk and signs is the first step in safeguarding employees and reducing liability through effective policies and training.
2. The Soaring Cost of Substance Use to Employers
Substance use issues are costing Canadian employers approximately $22.4 billion annually in lost productivity.
This figure includes absenteeism (workers missing work due to substance use), errors, accidents, and the negative effects of presenteeism—where employees are present at work but underperform due to substance-related impairment.
The financial burden on employers is significant, affecting not just bottom-line profitability but also company culture and morale.
By implementing substance abuse awareness training, companies can help mitigate these costs and create a safer, more productive environment.
3. The Prevalence of High-Risk Drinking at Work
In Canada, 8.1% of workers engage in weekly high-risk alcohol consumption.
According to Canada's Low-Risk Alcohol Drinking Guidelines, high-risk drinking is defined as consuming more than 14 drinks per week for women or 15 for men, or having more than 4 drinks on a single occasion.
This level of drinking can lead to severe health issues, including liver disease, mental health disorders, and increased accident risk.
The performance implications are just as concerning; alcohol impairs concentration, decision-making, and reaction times, all of which can result in lower work quality and safety risks in the workplace.
4. How Overwork and Stress Amplify Risk
The odds of high-risk alcohol use increase by 10% for every additional 50 hours worked weekly. Moreover, job insecurity can raise the chances of high-risk drinking by 27% for each increase in perceived insecurity.
These statistics point to the relationship between workplace pressure and harmful coping behaviors like alcohol and drug use.
Employees under high stress or with uncertain job security may turn to substances to manage anxiety or exhaustion, which only exacerbates the negative impact on their performance and health.
Employers can counter this by creating a supportive work environment and offering stress-reduction programs.
5. When Substance Use Affects Task Performance
One in five Canadians surveyed report that alcohol or drug use makes it more difficult to complete work tasks. This is an example of presenteeism, where employees show up to work but are impaired and unable to perform at their best.
Even small impairments caused by alcohol or drug use can reduce focus, accuracy, and efficiency. This can lead to errors, slow task completion, and safety hazards—often unnoticed until the consequences escalate.
Addressing substance use with preventative measures, such as substance abuse training, can help employees stay alert and productive.
6. The Impact on Absenteeism and Sick Leave
Substance use leads to 14% of employees missing work or calling in sick at least once a week. The ripple effect on operations is immense, affecting team productivity and increasing costs.
Interestingly, parents who use drugs or alcohol are nearly 4 times as likely to call in sick compared to non-parents.
Substance use often triggers both physical and psychological symptoms that make it difficult for employees to show up and perform, costing businesses not only in lost hours but also in morale and team dynamics.
Employers can address absenteeism by offering resources for treatment and fostering a healthier, more accountable work culture.
7. The Pandemic’s Lasting Effect
The COVID-19 pandemic has had a lasting impact on substance use in Canada. A study revealed that 34% of alcohol users increased their consumption during the pandemic, while 25% of drug users did the same.
Additionally, 50% of cannabis users reported higher usage in recent years. The stress, isolation, and uncertainty of the pandemic contributed to these increases, and its effects continue to be felt today.
For employers, this trend represents long-term implications for employee well-being. As workplaces adapt to post-pandemic realities, organizations need to consider providing enhanced support systems to help employees manage substance use and mental health challenges.
8. Gaps in Workplace Support Programs
Only 27% of employees report that their employer offers substance use resources, and 40% are unsure whether any such programs exist. These statistics highlight a significant gap in workplace support systems.
For organizations to effectively address substance use, they must ensure that resources like Employee Assistance Programs (EAPs), confidential counseling, and substance use awareness training are not only available but also easily accessible to all employees.
Having visible, comprehensive support structures in place can help employees feel supported and empowered to seek help when needed, reducing the risks associated with substance use.
9. Regional and Demographic Trends Employers Should Know
Substance use trends vary across regions in Canada, with Newfoundland, for example, showing higher alcohol consumption rates despite lower income levels.
Heavy episodic drinking is prevalent across different workforce categories, including skilled, unskilled, and technical workers, underlining the need for industry-wide solutions.
Interestingly, certain demographic factors are protective against high-risk drinking: females, older individuals, and those living with a partner or children have lower odds of engaging in heavy drinking.
Recognizing these regional and demographic trends helps employers target support initiatives effectively and create tailored policies that address the needs of diverse workforces.
10. Alcohol Consumption Is Widespread Among Adults
A staggering 80% of Canadians aged 15 and older consume alcohol at least occasionally. This statistic highlights how deeply alcohol is ingrained in Canadian culture and the normalization of its use—both socially and in the workplace.
While occasional drinking may seem harmless, it can contribute to a broader acceptance of alcohol consumption within professional environments.
This is especially concerning in safety-sensitive roles where even low-risk drinking can impair judgment and performance.
Employers must recognize that, while low-risk drinking may seem benign, it can lead to a slippery slope toward more harmful behaviors, particularly in the context of remote work or after-hours networking events where boundaries may be less defined.
Conclusion
The risks of alcohol and drug use in the workplace are undeniable, ranging from impaired safety to reduced productivity and increased absenteeism.
Substance use, whether it's alcohol or drugs, can significantly impact performance and workplace culture, leading to more accidents, errors, and overall inefficiency.
Employers must take proactive steps to address this issue by implementing robust support programs, offering substance abuse awareness training, and establishing clear policies to prevent and manage substance use.
It's crucial for businesses to assess their current strategies and ensure they align with the real-world statistics on alcohol and drugs in the workplace.
Employers should not assume that substance use only affects a few employees or that low-risk drinking is harmless.
By reviewing and improving their workplace policies and resources, businesses can create a healthier and safer environment for their employees, ultimately fostering a more productive and supportive workplace.
Addressing the issue of substance use proactively can go a long way in mitigating the risks associated with alcohol and drugs in the workplace.