Make a success of your drug and alcohol policy
Alcohol and drugs don’t belong in the workplace. But what are your rights and duties as an employer? And how do you ensure that your organisation’s alcohol and drug policy is effective?
Why an alcohol and drug policy?
A few figures will quickly make it clear why a policy is so important.
Problematic alcohol and drug use costs 2.2 billion euros every year.
Alcohol is a factor in 40% of work accidents.
Alcohol reduces employee productivity by 25%.
Your duties as an employer
Under the Well-being Act, as an employer you must take a preventive approach to risks and address them at source, including those relating to alcohol and drugs. The law requires every organisation to develop a preventive alcohol and drug policy, with training, prevention, discussion and action as the primary components.
This gives you, as an employer, a clear framework for making the appropriate decisions about alcohol or drug abuse quickly. Employees struggling with problematic use are also more likely to get a second chance, and can access support more easily.
A successful policy
To implement your policy, focus on these four points.
Regularly raise employees’ awareness of the consequences of alcohol and drugs through managers, internal communication or specific training. Prevention is better than cure.
As well as the general policy, set clear rules. When is alcohol acceptable and when is it absolutely forbidden? This will make things much more specific.
With detailed guidelines, it will make be easier for managers in the organisation to intervene when they suspect problematic use.
Give them training too, and explain how the procedure works. This will mean that they become familiar with it and everyone is on the same page.