Substance Use in the Workplace

Substance use in the workplace is a reality many industries face, and the tourism and hospitality sector, with its fast pace and high demands, is no exception. For many, the long hours, unpredictable shifts, and high-stress environments in the tourism & hospitality industry can make substance use feel like a healthy coping tool, even though it can create additional challenges for individuals and workplaces alike.

By understanding the unique factors that contribute to substance use in the tourism and hospitality sector and adopting a proactive, supportive approach, we can work together to foster healthier, safer environments for everyone.

Work in the tourism and hospitality industry can be both incredibly rewarding and, at times, uniquely demanding. Roles that require consistent face-to-face customer service, combined with varying shifts and long hours, can leave workers feeling stretched thin. Unfortunately, the challenges of balancing work and personal life can make substance use more common, whether it’s grabbing drinks after a late shift or something less sustainable. Over time, this can lead to blurred lines between social use and problematic patterns, making it harder to recognize when help might be needed.

When substance use enters the workplace, it can bring risks to both the individual and the team. Research from the Canadian Centre for Occupational Health and Safety (CCOHS) shows that substance use can affect focus, decision-making, and reaction times—qualities essential for safe, high-quality service. For jobs in kitchens, bars, or anywhere that safety is essential, this can be a real concern.

One of the most powerful tools we have for supporting wellness around substance use is a clear, supportive workplace policy. By setting expectations and providing resources, businesses can create an environment that offers help rather than judgment. go2HR’s resources on Managing Substance Use in the Workplace can guide employers in creating supportive policies that focus on prevention and safety. It can also be valuable for managers to know how to spot early signs of substance use and offer support, so employees know they can access help if needed.

A major reason many people are hesitant to seek help is the stigma tied to substance use. Language matters—using person-first language can make a big difference in how employees feel supported. Instead of terms like “addict” or “alcoholic,” try referring to “a person with substance use challenges.” This small shift acknowledges their personhood first and foremost, which can reduce shame and encourage individuals to reach out for support. Resources like our guide to using person-first language is a helpful starting point.

If you or someone you know in your workplace is struggling with substance use, there are many resources available. Employee Assistance Programs (EAPs) offer confidential access to counselors and other forms of support. Additionally, community help lines and mental health resources are available locally. HeretoHelp.bc.ca offers a variety of resources, including self-assessment tools and support guides, to help you reflect on your substance use and find support if needed.  Our Get Support page is a great resource to find accessible help in your area.