Substance use in the construction industry is a growing concern, impacting safety, productivity, and employee well-being. HR leaders play a crucial role in reducing stigma and fostering a recovery-friendly workplace. This guide offers real statistics, proven strategies, and expert resources from Homewood Health to help HR professionals support their workforce effectively.

Table of Contents

• The Reality of Substance Use in the Trades
• Why Construction Workers Are at Higher Risk
• The Cost of Ignoring Substance Use in the Workplace
• How HR Can Build a Recovery-Friendly Workplace
• Key Policies & Programs That Work (with Homewood Health Solutions)
• Moving Forward: Creating a Culture of Support

The Reality of Substance Use in the Trades

Substance use is a critical issue in the construction industry. According to a recent study, the construction sector has one of the highest rates of alcohol and drug use among all industries in Canada.

This isn’t surprising. Physically demanding work, high stress, and long hours create an environment where substance use can seem like an easy coping mechanism. Whether it’s painkillers for chronic injuries, alcohol to wind down, or stimulants to stay alert, the pressures of the job can push workers toward unhealthy habits.

But here’s the problem—ignoring substance use isn’t an option. It affects safety, productivity, retention, and overall workplace morale. As an HR leader, you’re in a unique position to make a difference.

Why Construction Workers Are at Higher Risk

Several factors make construction workers more vulnerable to substance use compared to employees in other industries:

🔹 Chronic Pain & Injuries – Heavy lifting, repetitive strain, and workplace accidents lead to high opioid prescription rates, increasing the risk of dependency.

🔹 Stress & Mental Health Struggles – The seasonal nature of construction jobs, tight deadlines, and job insecurity contribute to higher levels of anxiety and depression.

🔹 Workplace Culture & Peer Pressure – In many trades, there’s a “work hard, play hard” mentality, where drinking or using substances after shifts is normalized.

🔹 Limited Access to Mental Health Support – Many workers don’t seek help because of stigma, fear of job loss, or lack of employer-provided resources.

What can HR do? The first step is recognizing these challenges without judgment and building a support system that employees can trust.

The Cost of Ignoring Substance Use in the Workplace

For companies that choose to turn a blind eye, the costs are significant:

📉 Lost Productivity – Substance use leads to higher absenteeism, tardiness, and reduced job performance.

⚠️ Workplace Accidents – Construction is already one of the most dangerous industries. Impaired employees put themselves and their coworkers at risk.

💸 Higher Turnover & Hiring Costs – Dismissing employees due to substance-related issues and constantly recruiting replacements is far more expensive than offering support.

🚧 Legal & WSIB Risks – Failing to address substance use can lead to liability issues if accidents occur under the influence.

According to Homewood Health’s Employee and Family Assistance Program (EFAP), companies that implement structured wellness programs experience lower absenteeism, fewer disability claims, and improved workplace morale.

How HR Can Build a Recovery-Friendly Workplace

A recovery-friendly workplace doesn’t enable substance use—it creates a safe and supportive space where employees can seek help without fear of job loss or stigma.

1. Normalize Mental Health & Substance Use Discussions

🚧 Incorporate substance use awareness training into health and safety meetings.
🚧 Encourage leaders and supervisors to openly discuss available support services.
🚧 Use non-judgmental language—recovery is a sign of strength, not weakness.

2. Provide Employee Assistance Programs (EAPs) That Actually Work

✅ Offer confidential access to addiction counseling, therapy, and treatment programs.
✅ Educate employees about Homewood Health’s EFAP, which provides specialized addiction support (learn more).
✅ Partner with local recovery organizations to offer additional resources.

3. Train Managers & Supervisors to Recognize the Signs

🔎 Changes in work performance – Increased absences, mistakes, or erratic behavior.
🔎 Physical symptoms – Bloodshot eyes, slurred speech, extreme fatigue.
🔎 Mood swings or defensiveness – Uncharacteristic anger, anxiety, or withdrawal.

Supervisors should approach concerns with empathy, guiding employees toward support rather than discipline.

4. Create Non-Punitive Drug & Alcohol Policies

📝 Shift from zero-tolerance policies (which discourage employees from seeking help) to support-first policies.
📝 Introduce second-chance agreements, allowing employees to return to work after seeking treatment.
📝 Emphasize rehabilitation over termination—the goal is recovery, not punishment.

Key Policies & Programs That Work (with Homewood Health Solutions)

Here’s what HR can actively implement to support employees struggling with substance use:

🔹 Employee & Family Assistance Program (EFAP) – A confidential, 24/7 resource for employees needing mental health and addiction support (Homewood Health EFAP).

🔹 Peer Support Programs – Employees in long-term recovery can mentor coworkers facing similar struggles.

🔹 Alternative Pain Management Solutions – Offer physiotherapy, acupuncture, and non-opioid treatments to reduce reliance on painkillers.

🔹 Drug Testing with a Purpose – Implement treatment-based testing rather than automatic termination.

Moving Forward: Creating a Culture of Support

Substance use is not just an individual issue—it’s a workplace issue. But with the right approach, HR leaders can support employees effectively while improving safety, retention, and productivity.

🔹 Educate your leadership team on substance use awareness.
🔹 Promote your Employee Assistance Program (and make sure employees actually use it!).
🔹 Review and update your drug & alcohol policies to focus on support over punishment.

By investing in mental health and addiction resources, your company won’t just improve employee well-being—you’ll build a stronger, safer, and more loyal workforce.

Final Thoughts

If you’re looking for real solutions, check out Homewood Health’s workplace wellness programs. Did this article help? Share it with your network to start the conversation!