--- title: "Q&A: Suspected Drug & Alcohol Use by an Employee" description: 10 signs of possible drug use. What to do if you suspect someone is under the influence of drugs or alcohol in the workplace. image: https://blog.axcethr.com/hubfs/Stock%20images/Drug%20Free%20Zone%20written%20on%20the%20road.jpeg --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - 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[Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) # Q&A: Suspected Drug & Alcohol Use by an Employee By [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) on [Aug 23, 2017](https://blog.axcethr.com/qa-suspected-drug-alcohol-use) 3 min read [0 comment(s)](https://blog.axcethr.com/qa-suspected-drug-alcohol-use#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/qa-suspected-drug-alcohol-use](whatsapp://send?text=https://blog.axcethr.com/qa-suspected-drug-alcohol-use) - [mailto:?subject=Q&A:%20Suspected%20Drug%20&%20Alcohol%20Use%20by%20an%20Employee&body=https://blog.axcethr.com/qa-suspected-drug-alcohol-use](mailto:?subject=Q&A:%20Suspected%20Drug%20&%20Alcohol%20Use%20by%20an%20Employee&body=https://blog.axcethr.com/qa-suspected-drug-alcohol-use) **![Jeanette Coleman Blog Size 1000 x 667](https://blog.axcethr.com/hs-fs/hubfs/Jeanette%20Coleman%20Blog%20Size%201000%20x%20667.webp?width=840&name=Jeanette%20Coleman%20Blog%20Size%201000%20x%20667.webp)** **Question:** What is the best way to confront an employee who seems to be under the influence of drugs and alcohol? This employee had bloodshot eyes, smelled of alcohol, and was “not herself.” **Answer:** If you suspect an employee has a drug or alcohol problem that may be affecting job performance, it’s a best practice for the employee’s direct supervisor, management representative, or human resources department to investigate and document specific, objective, observable behaviors. When doing so, consider the following: - Could the employee have a disability or some other medical issues that are causing her to have a perceived smell of alcohol? - Do observations/reports about this employee come from a credible source, such as a trusted member of the management team? Are the symptoms and observations reasonable cause to suspect alcohol or drug abuse?  [![medical marijuana and workplace safety](https://no-cache.hubspot.com/cta/default/2652187/bd4ff14d-d94e-4715-aacd-0bac9c932530.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/bd4ff14d-d94e-4715-aacd-0bac9c932530) “Reasonable” is not merely rumored or speculation but a suspicion based on specific, objective facts and rational inferences from observing an employee’s behavior. Specific objective facts and rational inferences drawn from those facts must justify reasonable suspicion. This may include alcohol on the breath, lapses in performance, inability to appropriately respond to questions and physical symptoms of alcohol or drug influence. ### Examples of drug and/or alcohol abuse include but are not limited to the following signs: 1. Odor of alcohol 2. Odor of marijuana 3. Slurred speech 4. Flushed, swollen face 5. Red or runny eyes or nose 6. Pupils dilated or constricted, or unusual eye movement 7. Lack of coordination 8. Tremors or sweats 9. Weariness, exhaustion 10. Sleepiness If there is a [safety concern](https://blog.axcethr.com/workplace-safety-risk-management), you should take immediate action and confront the employee. It’s a good idea to review your existing policy regarding drug and alcohol use in the workplace. If your business has a policy that prohibits use of alcohol or drugs while at work, AND you have a drug and alcohol testing policy, then you can send the employee for testing in accordance with the policy. If there is no testing provision as part of the policy, you should not send the employee for testing without consulting with legal counsel first. First address the specific observed behaviors with the employee in person. Say something like, “Over the last few weeks, I’ve noticed X, and today in particular I observed Y. What is going on? Are you OK?” You may want to have two people meet with the employee to verify what is observed. The employee may give a partial answer that will give you room to ask follow up questions including, “Have you been drinking on the job?” [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/ad264ad9-5421-46e0-a7b8-7a6fc0ccfbe6.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/ad264ad9-5421-46e0-a7b8-7a6fc0ccfbe6) Often, the employee will give a partial admission that will help you determine whether she has in fact violated company policy and/or has a problem. Disciplinary action or termination of employment may be warranted depending on the situation. Granting leave of absence for an employee to seek treatment might be the appropriate step too. It all depends on the facts and circumstances. Under the Americans with Disabilities Act (ADA), you can’t fire an employee because of alcoholism or because you perceive the employee to be an alcoholic. You can, however, discipline or discharge employees whose alcoholism prevents them from properly performing their job duties. While the ADA specifically recognizes alcoholism as a disability, it also allows employers to: - prohibit employees from being under the influence of alcohol while at work, and  - hold employees with alcohol problems to the same job performance standards and workplace behavior as other employees. The [Equal Employment Opportunity Commission](https://www.eeoc.gov/facts/performance-conduct.html#alcohol) has published additional information on alcoholism and the ADA. Questions like these are exactly the kind of issues Axcet's Human Resources and [Safety Consultants help clients](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/workplace-safety/) with every day. [![Workplace safety consulting services led by Axcet’s credentialed experts](https://no-cache.hubspot.com/cta/default/2652187/interactive-189244092592.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLIFBLkr%2BA62bkema510zHXJVrghmdYT8SlJNYFIPaKLF1VGRbz9tJTgI%2FTNQ6yhW%2B6Tm76Gbzkkh6n49rPYLQDt5zSLyH7FT9%2BEEhC9s4s44t7YLxhEq48Ef6KiDGjv0QoMOFbJ2O%2FhTQOqoHETs%2FbJsAGFZF4tx9L5p9jBLhjrNqbgYgfvHlhty5Gpov43M%2FYCPiWxqUHoSDMpBDN%2FjybhvJmxTm8%2B38CIukGUExKxe9FcPPKZZ7lxvKi%2FjrHWoNVqjx%2FEtr8rXqwd0xapa3XEthIu%2FhL2Tnm6WnS2OjsEGGQBplwhKoPs&webInteractiveContentId=189244092592&portalId=2652187) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents #### [ACA Penalties are Still In Effect ![](https://blog.axcethr.com/hubfs/affordable-care-act-logo1.jpg)](https://blog.axcethr.com/aca-penalties-are-still-in-effect) #### [![Did Yahoo End a Telecommuting Trend in 2013?](https://blog.axcethr.com/hubfs/Stock%20images/young%20man%20parent%20working%20on%20laptop%20computer%20at%20home%20office%20and%20take%20care%20of%20baby.jpeg) Did Yahoo End a Telecommuting Trend in 2013?](https://blog.axcethr.com/did-yahoo-end-a-telecommuting-trend-in-2013) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2026-09-18T03:22:52.193Z", "datePublished" : "2017-08-23T12:00:00.000Z", "headline" : "Q&A: Suspected Drug & Alcohol Use by an Employee", "image" : [ "https://blog.axcethr.com/hubfs/Stock%20images/Drug%20Free%20Zone%20written%20on%20the%20road.jpeg" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/qa-suspected-drug-alcohol-use", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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This employee had bloodshot eyes, smelled of alcohol, and was “not herself.” Answer: If you suspect an employee has a drug or alcohol problem that may be affecting job performance, it’s a best practice for the employee’s direct supervisor, management representative, or human resources department to investigate and document specific, objective, observable behaviors. When doing so, consider the following: Could the employee have a disability or some other medical issues that are causing her to have a perceived smell of alcohol? Do observations/reports about this employee come from a credible source, such as a trusted member of the management team? Are the symptoms and observations reasonable cause to suspect alcohol or drug abuse? “Reasonable” is not merely rumored or speculation but a suspicion based on specific, objective facts and rational inferences from observing an employee’s behavior. Specific objective facts and rational inferences drawn from those facts must justify reasonable suspicion. This may include alcohol on the breath, lapses in performance, inability to appropriately respond to questions and physical symptoms of alcohol or drug influence. Examples of drug and/or alcohol abuse include but are not limited to the following signs: Odor of alcohol Odor of marijuana Slurred speech Flushed, swollen face Red or runny eyes or nose Pupils dilated or constricted, or unusual eye movement Lack of coordination Tremors or sweats Weariness, exhaustion Sleepiness If there is a safety concern, you should take immediate action and confront the employee. It’s a good idea to review your existing policy regarding drug and alcohol use in the workplace. If your business has a policy that prohibits use of alcohol or drugs while at work, AND you have a drug and alcohol testing policy, then you can send the employee for testing in accordance with the policy. If there is no testing provision as part of the policy, you should not send the employee for testing without consulting with legal counsel first. First address the specific observed behaviors with the employee in person. Say something like, “Over the last few weeks, I’ve noticed X, and today in particular I observed Y. What is going on? Are you OK?” You may want to have two people meet with the employee to verify what is observed. The employee may give a partial answer that will give you room to ask follow up questions including, “Have you been drinking on the job?” Often, the employee will give a partial admission that will help you determine whether she has in fact violated company policy and/or has a problem. Disciplinary action or termination of employment may be warranted depending on the situation. Granting leave of absence for an employee to seek treatment might be the appropriate step too. It all depends on the facts and circumstances. Under the Americans with Disabilities Act (ADA), you can’t fire an employee because of alcoholism or because you perceive the employee to be an alcoholic. You can, however, discipline or discharge employees whose alcoholism prevents them from properly performing their job duties. While the ADA specifically recognizes alcoholism as a disability, it also allows employers to: prohibit employees from being under the influence of alcohol while at work, and hold employees with alcohol problems to the same job performance standards and workplace behavior as other employees. The Equal Employment Opportunity Commission has published additional information on alcoholism and the ADA. Questions like these are exactly the kind of issues Axcet's Human Resources and Safety Consultants help clients with every day.", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2017-08-23", "dateModified" : "2026-09-18", "datePublished" : "2017-08-23", "description" : "Question: What is the best way to confront an employee who seems to be under the influence of drugs and alcohol? This employee had bloodshot eyes, smelled of alcohol, and was “not herself.” Answer: If you suspect an employee has a drug or alcohol problem that may be affecting job performance, it’s a best practice for the employee’s ...", "editor" : "Jeanette Coleman, SPHR & SHRM-SCP", "genre" : "Human Resources and Employee Management", "headline" : "Q&A: Suspected Drug & Alcohol Use by an Employee", "image" : "https://cdn2.hubspot.net/hubfs/2652187/Stock%20images/Drug%20Free%20Zone%20written%20on%20the%20road.jpeg", "keywords" : "Workplace Safety, how can you tell if someone is using drugs at work, suspected drug use in the workplace, suspected alcohol use in the workplace, what to do if you suspect drug use at work, signs of possible drug use at work, FAQ", "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/qa-suspected-drug-alcohol-use", "@type" : "WebPage" }, "publisher" : { "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" }, "name" : "Axcet HR Solutions" }, "url" : "https://blog.axcethr.com/qa-suspected-drug-alcohol-use", "wordCount" : "3760" } ``` ```json { "@context" : "https://schema.org", "@type" : "BreadcrumbList", "itemListElement" : [ { "@type" : "ListItem", "item" : "https://www.axcethr.com/", "name" : "Home", "position" : 1 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/", "name" : "Insights", "position" : 2 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/tag/workplace-safety", "name" : "Workplace Safety", "position" : 3 }, { "@type" : "ListItem", "item" : "https://blog.axcethr.com/qa-suspected-drug-alcohol-use", "name" : "Q&A: Suspected Drug & Alcohol Use by an Employee", "position" : 4 } ] } ```