Substance abuse affects people in every profession, including within law enforcement, where even small changes in behavior can have serious implications for safety, readiness, judgment and public trust. Recognizing early workplace warning signs is critical not only for the well being of the employee who may be struggling, but also for maintaining the reliability and cohesion of the entire team. In a high responsibility environment, timely awareness and compassionate intervention can prevent small concerns from escalating into operational or personal crises.
Early indicators are often subtle and may begin as “changes” that seem explainable at first — stress, fatigue, mood shifts, personal problems. Over time, these patterns can become more persistent or disruptive. Co-workers and supervisors should remain attentive to these shifts, approaching them with respect and care so support can be offered long before the situation becomes urgent.
Key warning signs include:
• Behavior and emotional changes: Withdrawal, unusual irritability, emotional volatility, increased anxiety or suspicion, defensiveness or paranoia that differs from the person’s typical demeanor
• Declines in performance and reliability: Missed deadlines, reduced quality of work, distractibility, preventable errors, difficulty with decision-making or follow-through, inconsistent attendance, or increased lateness or time off
• Physical indicators: Worsening hygiene, significant weight changes, altered sleep, tremors, persistent fatigue, red/watery eyes or slurred speech. (Note: physical indicators should be interpreted as part of a broader pattern. For example, an unusual odor may be present in some cases, but supervisors should avoid relying on this as a primary or sole indicator.)
• Social changes: Increased isolation from co-workers, reduced participation in team activities or sudden involvement with social groups that normalize substance use
• Attendance and timing patterns: Repeated last-minute absences, inconsistent explanations or recurring issues that disrupt schedule stability and readiness
• Motivation shifts: Loss of initiative or work ethic, avoiding responsibilities or visible disengagement that doesn’t match the person’s typical behavior
• Verbal and nonverbal cues: Comments about using alcohol/substances to cope, statements expressing overwhelm or lack of control, expression of hopelessness, or direct or indirect acknowledgment of needing to change
When concerns arise, respond professionally and empathetically. The goal is early support, not punishment or blame. Start with a private conversation using factual, observation-based language. Focus on patterns (mood, performance, attendance, reliability) rather than isolated incidents, and avoid assumptions or accusations. Listen actively and without judgment and take any expressed desire for help seriously. Encourage the use of workplace resources. A supportive environment reduces fear and shame and increases the likelihood of early intervention, improving outcomes for the employee and the unit.
By recognizing emerging patterns early and responding with professionalism and care, supervisors and peers can help prevent concerns from becoming crises. Support is readily available. The Psychological Services Bureau (PSB) provides confidential assistance to Department members and their families, including consultation regarding needs, referrals to treatment and access to additional specialized resources. The office can be reached by calling (213) 738-3500. Peace Officer’s Fellowship (POF) also offers peer-based support from those who understand the unique stress of being a sworn officer and the challenges that come with substance abuse. The members listed in the table on this page are available to share meeting information and guidance. Connecting employees to resources like PSB and POF strengthens well being, supports operational readiness and reinforces the Department’s commitment to its members.