When families begin the emotional and often overwhelming journey of selecting a senior living community for a loved one, they’re typically guided by a familiar list of priorities: cost, location, quality of care, safety, staff-to-resident ratios, and life enrichment offerings.
While these are all vital benchmarks, emerging data suggests there’s another less-visible – but critically important – factor to consider: the well-being and professionalism of the staff providing that care.
A recent study reported in McKnight’s Home Care offers a sobering reminder. Nearly 7% of younger personal care workers admitted to using drugs or alcohol while on the job. This figure may seem small at first glance, but in a caregiving environment, the consequences can be significant and far-reaching.
These workers are often responsible for tasks ranging from medication administration to physical support and emotional reassurance. Impaired judgment or reduced attention in such roles can pose serious risks to the health and safety of residents.
Staff Behavior: An Overlooked Indicator of Quality
While background checks and credentials are standard, few families ask about substance use policies, mental health support, or staff wellness initiatives when touring communities. Yet these questions strike at the heart of whether a facility fosters a culture of accountability and care – not just for residents, but also for staff.
Drug and alcohol use on the job may be a symptom of deeper issues in the caregiving workforce: chronic understaffing, emotional burnout, low wages, inadequate training, and a lack of professional development. If a facility does not actively support and supervise its employees, residents may suffer not only from substandard care but also from increased safety risks.
What Families Should Ask
When evaluating a senior living community, families should expand their due diligence to include questions such as:
What Mental Health or Substance Use Support Services Are Available to Staff?
Communities that provide Employee Assistance Programs (EAPs) or access to counseling may be more proactive in ensuring staff wellness.
What Are Your Drug and Alcohol Policies, and How Are They Enforced?
Transparency around drug testing, disciplinary action, and reporting mechanisms can reflect how seriously a facility takes workplace safety.
What Is Your Staff Turnover Rate?
High turnover may indicate poor working conditions or burnout – both risk factors for substance use.
How Do You Support Younger or Newer Staff Members?
Structured mentorship, training, and supervision can make a difference in setting the tone for safe, responsible care.
Do You Offer Any Resiliency or Burnout Prevention Programs?
Investing in staff well-being improves not only their lives but also the quality of care they’re able to provide.
A Holistic View of “Quality”
Many senior living communities do exceptional work under difficult circumstances, and the majority of personal care workers are dedicated, compassionate professionals. But to truly assess quality, families must look beyond appearances and ask tough questions about how a community treats its staff. That includes examining the policies and culture that either prevent or allow risky behavior to go unchecked.
Drug and alcohol use among caregivers is not just a staffing issue – it’s a resident safety issue. It’s about ensuring that the people we trust with our loved ones’ lives are supported, supervised, and sober. No matter how beautiful the facility or how robust the activity calendar, nothing can replace the importance of capable, present, and well-cared-for staff.
As we continue to age as a nation and the demand for senior care grows, families, providers, and policymakers must work together to elevate workforce standards, increase transparency, and protect the dignity of both residents and those who serve them.
Let’s Have a Conversation:
What is your experience with senior care facilities? Have you encountered any where staff did not meet wellbeing criteria?
