Drugs and Alcohol in the Workplace: A Hidden HR Issue in Sri Lanka?
Drugs
and Alcohol in the Workplace: A Hidden HR Issue in Sri Lanka?
Substance abuse at the workplace has emerged as a huge Human Resource Management (HRM) issue, in a changing socio-economic environment in Sri Lanka. Whilst it has been neglected, recent trends have shown that alcohol and drug abuse have a negative impact on productivity, workplace safety and organisational culture. Strategically HRM wise this problem relates to the legal, social and psychological aspects and organisations need to respond to it more proactively and in a balanced manner.
The quantitative data demonstrates the magnitude of the issue. The National Dangerous Drugs Control Board (NDDCB) found that approximately 92,000 people were drug users in Sri Lanka, in 2023, most of whom were working-age citizens (NDDCB, 2024). In addition, the World Health Organization (WHO) states that almost 5% of global productivity loss is attributed to alcohol use in the form of absenteeism and presenteeism (WHO, 2023). In construction and transportation, which are considered as high-risk industries, it is estimated that workplace accidents related to substance use rise by 2030, and it proves to be an obvious organisational and financial effect.
In qualitative terms, substance abuse undermines organisational culture, employee engagement and trust. Workers who work with people who are addicted might lose concentration, make poor decisions and be more in conflict with their coworkers. In the context of Sri Lanka, there is a great deal of social stigma and as a consequence, open discussion is not possible and this leads to underreporting and a lack of organisational action. This is indicative of the hidden problem aspect of substance abuse in the HRM where the problems are not addressed in spite of their effects.
Strategically, HRM perspectives require organisations to outpace the purely disciplinary mode of operation and incorporate more support systems. The best practices are Employee Assistance Programmes (EAPs), counselling services and awareness programs. Globally, organisations such as Unilever have introduced wellbeing-focused HR strategies that combine mental health support with substance abuse interventions (Unilever, 2024). In Sri Lanka, a few organisations are starting to use the same strategies, but development is not even.
Other legal mechanisms like the Poisons, Opium and Dangerous Drugs Ordinance are also available to offer a regulatory framework, yet this is not typically enforced in workplaces. HR managers should thus make sure that there are practical steps that are well complied with to see to it that policies are well implemented through awareness training, early identification systems and manager support.
Conclusion
Drug and alcohol misuse is a multifaceted HR problem that has a direct impact on organisational performance and employee wellbeing in Sri Lanka. To resolve this dilemma, a policy-based, culturally conscious and encouraging HR practices are needed. Effective response organisations will be able to enhance their productivity and health at work.
Personal Reflection
The analysis has helped me understand how delicate matters like substance abuse can have an impact on the organisational results. It has also emphasized the need to use empathy and strategic thinking in HRM. As an aspiring HR practitioner, I feel that I should establish a positive work environment that does not compromise the organisational objectives at the expense of the wellbeing of employees
References
National Dangerous Drugs Control Board (NDDCB) (2024) Annual Report on Drug Use in Sri Lanka. Colombo: National Dangerous Drugs Control Board.
World Health Organization (WHO) (2023) Global Status Report on Alcohol and Health. Geneva: World Health Organization. Available at: https://www.who.int (Accessed: 7 April 2026).
Unilever (2024) Workplace Wellbeing and Employee Support Initiatives. Available at: https://www.unilever.com (Accessed: 7 April 2026).
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Your post highlights an important yet often overlooked HR issue in Sri Lanka. It effectively combines data and practical insights to show how substance abuse impacts both performance and employee wellbeing, while emphasizing the need for supportive and proactive HR strategies rather than purely disciplinary approaches.
ReplyDeleteThank you for your thoughtful feedback. Glad the post resonated with you. From an HR perspective, this issue really needs a balanced approach combining clear policies with support systems like awareness, counseling, and early intervention, rather than only focusing on disciplinary action.
DeleteThis blog highlights a very important but often overlooked issue in the workplace, and I really like how it brings attention to the hidden impact of drugs and alcohol on both employees and organizations, because it’s not just about individual behaviour but something that affects overall safety, productivity, and team morale, and what stood out to me most is that it’s not only about discipline but also about awareness, support, and creating a healthier work environment, making this a very eye-opening and meaningful read.
ReplyDeleteGood point to raise. It feels like many workplaces still ignore this issue or deal with it only when it becomes serious. From an HR side, maybe the focus should be more on support and awareness, not just strict rules. If employees feel safe to speak up, it’s easier to manage before it affects performance and safety.
ReplyDeleteTrue, that’s a very practical observation. From an HR perspective, early awareness and a supportive culture make a big difference. If employees feel safe and not judged, issues can be identified and addressed much earlier, before they impact performance or workplace safety.
DeleteThis insightful post effectively highlights how substance abuse acts as a silent drain on productivity and safety within Sri Lankan organizations. I agree that shifting from a purely disciplinary stance to a supportive HR strategy, such as implementing Employee Assistance Programs, is crucial for long-term organizational health. By fostering an environment of trust and early intervention, companies can protect their most valuable asset while maintaining professional standards. Beyond just solving existing problems, prioritizing awareness acts as a proactive "social vaccine" that reduces stigma and prevents issues before they escalate. Ultimately, a culture built on education and wellness is far more sustainable and cost effective than managing the high financial and human costs of reactive treatment.
ReplyDeleteReally appreciate your detailed insight. As an HR perspective, I fully agree substance abuse is not just a performance issue but a deeper wellbeing and safety concern. Moving towards supportive systems like Employee Assistance Programs and awareness-driven initiatives helps build trust and early intervention. Your “social vaccine” idea is very relevant too, because prevention through education and culture is always more sustainable than reacting after the damage is done.
DeleteI like how you connected theories like Social Learning Theory and Human Capital Theory to explain how workplace culture and peer influence can silently encourage substance use, while also showing its impact on productivity and employee value. It makes the issue feel real, not just theoretical.
ReplyDeleteHowever, if behavior is influenced so much by workplace culture, should HR focus more on strict policies, or on changing the culture itself to prevent this from becoming normalized?
This is a very thought-provoking discussion that clearly highlights how drug and alcohol use in the workplace is often an overlooked issue, yet it significantly affects employee wellbeing, safety, and overall organizational performance.
ReplyDeleteHowever, how can HR address substance abuse in the workplace in a way that balances strict policy enforcement with providing support and rehabilitation for affected employees?
Good question. From an HR perspective, it’s all about balance. Clear policies and rules are important for maintaining discipline and workplace safety, but at the same time, HR should not stop at punishment.
DeleteA more effective approach is combining strict policy enforcement with supportive measures like counseling, Employee Assistance Programs, and rehabilitation support. This way, employees are guided to recover and improve, while still keeping organizational standards and safety intact.