What To Do If Coworker Is Using
By SalaryFor.com – real salaries for all professions
Walking into the office and sensing that something is “off” with a teammate is an incredibly uncomfortable position to be in. Whether it’s the smell of alcohol on their breath at 10:00 AM or a sudden, drastic change in temperament and physique that suggests performance-enhancing drugs (PEDs), the internal conflict is real: Do I say something, or is it none of my business?
In 2026, workplace wellness and mental health are higher priorities than ever, but substance use remains a complex challenge. Here is a guide on how to handle this situation with professionalism, safety, and empathy.
1. Document the “What,” Not the “Why”
It is not your job to be a doctor or a substance abuse counselor. You shouldn’t try to diagnose a coworker with “steroid rage” or “alcoholism.” Instead, focus on observable behaviors that affect the work environment.
Keep a private log of specific incidents:
- Performance: Missed deadlines, erratic work quality, or sudden “disappearing acts.”
- Behavior: Unusual aggression, extreme mood swings, or slurred speech.
- Physical Indicators: The smell of alcohol, glassy eyes, or—in the case of steroids—unexplained physical changes paired with hyper-irritability.
2. Check Your Company’s Policy
Before taking action, consult your Employee Handbook. Most modern companies have a Drug-Free Workplace Policy or an Employee Assistance Program (EAP).
- The EAP is your best friend here. It’s designed to help employees get treatment rather than just getting them fired. Knowing these resources exist can make you feel better about reporting a concern, as it might lead to your coworker getting the help they actually need.
3. The “Peer-to-Peer” Temperature Check
If you have a good relationship with the person and their behavior isn’t immediately dangerous, a gentle, private conversation can sometimes be the first step.
What to say: “Hey [Name], I’ve noticed you’ve seemed really stressed/irritable lately and it’s unlike you. Is everything okay? I’m worried about you.”
Crucial Note: If you suspect they are currently under the influence of alcohol or drugs while performing safety-sensitive tasks (driving, operating machinery, or medical care), skip the private chat and go straight to a supervisor. Safety trumps social comfort every time.
4. Reporting to HR or Management
If the behavior persists or creates a hostile environment, it’s time to involve the professionals. When you meet with HR or your manager:
- Be Objective: Use your notes. Instead of saying, “I think he’s on steroids,” say, “I’ve noticed [Name] has become increasingly aggressive toward the team and has had three outbursts in meetings this week.”
- Focus on Impact: Explain how it’s affecting the team’s productivity or your ability to do your job.
- Request Confidentiality: Ask how your report will be handled to protect yourself from potential retaliation.
Common Red Flags to Watch For
| Substance Type | Common Behavioral Signs |
| Alcohol | Slurred speech, frequent “sickness” on Mondays, smell of alcohol/heavy perfume. |
| Steroids / PEDs | Extreme “road rage” in the office, sudden muscle gain, severe acne, manic energy. |
| Stimulants | Rapid speech, paranoia, staying late but getting very little done, jitteriness. |
What NOT to Do
- Don’t Gossip: Sharing your suspicions with other coworkers creates a toxic environment and could lead to a defamation claim.
- Don’t Enable: Don’t “cover” for them by finishing their reports or making excuses for their absence. You aren’t helping them; you’re allowing the problem to worsen.
- Don’t Search Their Desk: Never attempt to find “proof” yourself. Leave the investigation to HR or security.
The Bottom Line
Suspecting a coworker of substance use is heavy. While you might feel like a “snitch,” remember that many substances—including alcohol and high-dose steroids—can lead to serious health crises or workplace accidents. Reporting your concerns isn’t just about protecting the company; it might be the catalyst that gets your colleague the professional intervention they need.
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In: On The Job Advice · Tagged with: substance abuse at work
