Is It True That Workplace Stress Leads to Drug Abuse?

Case 1: A accomplished healthcare worker who lost his job and divorced his wife following a drug-fueled life. Drugs had taken their toll, and he had developed depression as a result of his years of drug abuse.

Case 2: A prosperous entrepreneur's drug addiction wreaked havoc on his business. Due to his addiction, his wife and children abandoned him, and his workshop was soon closed down since he could no longer run his business.

Case 3: A public transportation driver's licence was revoked after he was often involved in accidents while under the influence of drugs & tested positive for drugs.

These three cases were highlighted by Associate Professor Dr Rusdi Abd Rashid, Director of the University of Malaya Centre for Addiction Science Studies (UMCAS), as examples of workers engaging in drug addiction.

According to him, several drug addicts were abandoned by their families after returning to the rehabilitation centre following a relapse and having difficulty finding work due to their standing as former drug addicts and prisoners.

 

Causes of drug addiction

Workplace stress drove some workers to use drugs, particularly stimulants like methamphetamine. Some workers use drugs to keep energised at work because they have to be "on call" or work overtime and be driven towards work performance.

According to Dr Rusdi, people who use stimulants are usually lively, chatty, and hyperactive and can remain up all night for days.

At the same time, stress from financial and marital troubles can lead to drug usage, sadness, and suicide.  Some people use medicines to lose weight, particularly business women, such as young executives who want to look appealing while being active.

Dr Rusdi said that a person's job and industry are likely to impact their decision to use drugs. Those who work in the plantation, health, entertainment, and transportation sectors are more vulnerable to drug abuse. Furthermore, hard labourers who require stamina at work and long-distance drivers who must make frequent trips tend to take methamphetamine.

 

Drug abuse also affects the ecosystem

Drug addiction among workers can impact their physical well-being, relationships with coworkers and other people, and the ecosystem as a whole.

The most common short-term side effect of stimulant medications is drowsiness caused by an overdose. The person is energetic, aggressive, quickly agitated, and emotionally unstable. Other typical short-term side effects include lack of appetite and sleeplessness.

Dr Rusdi warns that an overdose can result in hypertension, dehydration, heart attack, epilepsy, and stroke. In some situations, they risk developing psychotic symptoms that could endanger themselves and others.

Long-term stimulant addiction can lead to various mental health problems, including schizophrenia, bipolar disorder, and depression.

According to him, long-term dependence on stimulants will negatively impact a person's performance and productivity at work owing to absenteeism. As a result, they lose their job.

"Stimulant addiction can occur when used repeatedly or for an extended period. Users continue to take the substance despite realising that it negatively influences their everyday lives, job performance, social interactions, and mental and physical health.

"In addition to depression, they would become paranoid of their surroundings and acquire psychotic symptoms such as delusions and hallucinations. This is known as stimulant-induced psychosis," Dr Rusdi explained.

 

Code of Practice on drug abuse

Dr Shawaludin, President of the Malaysian Society for Occupational Safety and Health (MSOSH), stated that the Code of Practice on the prevention and eradication of drug abuse, alcohol, and substance abuse in the workplace could improve efforts to combat controlled substance abuse in the workplace.

He said that employers should implement a drug-free workplace programme, among other things, to alleviate the social impact of workers trying to migrate to hotspots (for drugs) that are likely to influence them to take drugs or workers who were initially from these hotspots but have been placed in sectors that are drug-free, which could affect the local community.

Employers must ensure that the workplace is drug-free; if workers are involved, their and their coworkers' safety is jeopardised. Accidents or disasters, such as fire outbreaks at the workplace caused by staff under the influence of drugs, will also disrupt the company's operations.

He added that employers could use a drug-free workplace policy to conduct risk assessments to guarantee that employees who report for work are not involved in drugs, are always drug-free, and are not impacted by the surrounding population.

 

Preventive measures

Urine tests should be performed when workers first report to work, then regularly and when accidents due to negligence occur. Urine testing can be performed randomly during working hours, in addition to instructing employees with drug addiction symptoms to participate in such tests.

He stated that organisations that engage in social activities should also implement the policy, such as forbidding staff from abusing drugs and alcohol as preventive measures.

He emphasised that employers have a role to play in detecting employees who are involved in drug abuse and are prepared to give them a second chance and that rehabilitation treatment, medications, and counselling sessions are some of the proactive measures that can be taken to help these employees overcome their addiction, recover, and resume life and work as usual.

Dr Shawaludin said that dismissing drug-abusing employees won't make the problem disappear because they aren't offered support for their rehabilitation. Their circumstances will deteriorate, and they will relapse while unemployed and without a source of income, which will have severe consequences for them and their families.

He added that they should be given another chance, such as a six-month rehabilitation programme. During this time, they will be observed and counselled in the hopes that they will change and heal. However, if an employee fails to show progress during the treatment period, the employer has the choice to dismiss them.

 

A worker is required to take reasonable care of both his own safety and the safety of those who might be affected by his work or conduct under Section 24 of the Occupational Safety and Health Act of 1994.

They should also take responsibility by refraining from substance abuse at work to assist employers in carrying out their duties to ensure the safety and health of their employees. At the same time, workers should cooperate and support their companies' initiatives to prevent drug, alcohol, and substance abuse.

 

Source: BERNAMA