Our vibrant industry thrives on creating memorable experiences every minute of every day but often at a hidden cost.
Substance abuse is an escalating issue within hospitality, and employers who choose to ignore it do so at their peril, according to Camilla Woods, Services Director at Hospitality Action.
Whilst alcohol often plays a prominent role in the hospitality landscape, behind the scenes, the pressures of long, unsocial hours, demanding customers and personal challenges can push some workers to experience serious issues such as substance abuse, mental health struggles and burnout. These challenges not only take their toll on individual wellbeing, but they can negatively impact team dynamics and undermine the productivity of entire organisations.
Drug use in the UK is on the rise, with 3.1m people reporting that they have used drugs in the last 12 months (gov.uk). Likewise, alcohol is the third leading preventable cause of death in the UK after smoking and obesity. While alcohol is more easily accessible, Hospitality Action’s data also indicates that drug use is increasingly normalised in the industry.
The ‘Norm’
Hospitality settings often operate in a league of their own, far removed from what others may consider ‘normal life’. High pressure environments, late-night cultures and close proximity to substances can create an environment that normalises substance misuse in the industry. As such, drugs and alcohol are increasingly being used as a coping mechanism to help deal with the demanding nature of the work.
The issue is further exacerbated by informal workplace cultures that accepts drug use amongst teams making intervention even less likely. Research indicates that 1 in 5 hospitality workers use drugs (Business Cloud), and a report from the Morning Advertiser suggest that nearly 80% of hospitality employees have observed drug use amongst colleagues, further normalising the behaviour.
The impact of alcohol in the workplace is also on the rise. Pub owners and licensed premises’ staff are almost three times more likely to be heavy drinkers than employees in other sectors (University of Liverpool), and 51% of London chefs reported experiencing depression due to being overworked, with 27% saying that they rely on alcohol to get through shifts (Unite).
Substance abuse and mental health
Substance abuse does not exist in isolation and is often tied to broader mental health challenges. In our 2024 Taking the Temperature survey, we found that 71% of hospitality workers have experienced a mental health problem, with 61% attributing these issues directly to their job.
Furthermore, research by Ripple found that 1 in 2 hospitality workers have had thoughts of suicide or self-harm, 30% more than the national average outlined by the NHS. Whilst it’s natural to seek ways to relax and unwind, it’s essential to learn and develop healthy coping strategies to avoid long term issues. This support must begin in the workplace, where access to the right education and tools to address underlying problems and promote healthier coping mechanisms is crucial. However, for many employees, this critical support remains unavailable.
Lack of employer awareness
The reality is that historically, our industry has left little room for self-care and structured routines, and whilst times are changing for the better, there are still significant gaps to address. Lack of employer awareness and mental health training can often mean that signs indicating issues go unnoticed or, if they are noticed, remain unaddressed.
According to the Royal Society of Public Health, only 10% of hospitality workers have access to mental health training, leaving most employers ill equipped to identify or address the mental health struggles of their staff effectively. In our 2024 survey, over half (56%) of hospitality workers reported that their employers were unaware of the mental health struggles they were facing, contributing to an environment where workers feel unsupported and isolated, leading to increased stress and decreased productivity. Ignoring mental health and substance abuse challenges can come at a significant cost.
Absenteeism, increased workplace accidents, day-to-day operational disruptions and reputational damage are just a few examples.
Pathways to solutions
While progress is being made, there is still an urgent need for a cultural shift within the hospitality industry. Addressing mental health requires expert care, therefore employers must prioritise employee wellbeing and invest in a holistic approach to implementing the right tools and resources to support their teams. This can include training initiatives such as mental health first aiders and the provision of an Employee Assistance Programme (EAP) to help guide employees toward taking the first step in accessing the support they need. Additionally, establishing safe spaces where employees feel comfortable sharing their struggles and normalising conversations around mental health is key.
At Hospitality Action, we are determined to break the stigma around substance use and addiction and help start conversations to remind people that support is available. Implementing clinically led addiction awareness courses for example, which teach employers how to implement clear support systems and create a workplace where employees feel valued and cared for will ultimately improve job performance and wellbeing. Likewise, empowering employees is key so that they have the confidence to raise concerns confidentially and be signposted in the right direction for support when needed.
Put simply, to benefit employers and employees alike, employers must consider:
• Reducing stigma to create an environment where unhealthy coping mechanisms and mental health are openly discussed.
• Redefining workplace norms.
• Encouraging work/life balance to reduce burnout and improve job satisfaction.
• Training managers to spot early signs of mental health or substance abuse issues.
• Investing in clinically backed mental health resources so that employees know where to turn for help such as an EAP service that provides 24/7 confidential in-the moment support with access to structured counselling.
• Offering training in areas such as addiction awareness and stress management.
• Conducting anonymous employee surveys to monitor and improve employee wellbeing.
Taking action to tackle poor mental health and substance abuse in hospitality is both a moral imperative and business necessity. We urge those responsible for the wellbeing of their team members to contact us to find out how we can support you and your team
To find out more about Hospitality Action’s Employee Assistance Programme, visit www.hospitalityaction.org.uk/eap or call 0203 004 5515.
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