Alcohol, drugs, and smoking at work

The impact of addictive substances

Smoking and vaping breaks are taken both at home and at the office. And after-work drinks are consumed at both as well, or during a team lunch. Drugs still have an effect on the body after 12 hours. And even though the use of these addictive substances mostly (but not only) takes place outside of working hours, the consequences in the workplace should not be underestimated:

• Reduced productivity

• Inappropriate behaviour and conflicts with colleagues

• Absenteeism

• Adverse effects on physical health

• A higher risk of mistakes and work accidents

• Damage to the company’s image

• …

As an employer, you naturally want everyone to be able to work safely, healthily, and efficiently. But if the use of alcohol, drugs, and smoking affects the wellbeing of your employee(s), you end up with a lot on your plate. How can you guarantee the safety of your employees and team? How can you safeguard productivity? And how do you offer help without stigmatising those that need it? A clear policy provides guidelines for both you and your employees.

The four pillars of a strong alcohol, drugs, and smoking policy

Every organisation is required to have an alcohol and drug policy. The Wellbeing Act and CLA 100 provide a framework for addressing the risks preventively. There is also a legal framework for smoking and vaping – rules for where a smoking area may be located – but what about smoking breaks? Your policy should contain all the details, from rules to ways you offer support. This policy covers four pillars:

1. Rules

Alcohol, drugs, and smoking in the workplace: what is allowed and what is not? Also consider the risks of medication use. Make sure the rules are clear and communicate them clearly to your employees. This will make your policy specific and transparent for everyone.

2. Procedures

What do you do if things go wrong and an employee is clearly under the influence at work? How can you support a colleague you suspect may be struggling with an addiction? How do you confront someone who continues to smoke in areas and at times that are not permitted? Clear procedures and a detailed step-by-step plan provide employees and managers with clear guidelines.

3. Care and support

Employees with problematic alcohol or drug use do not deserve to be stigmatised, but given an opportunity for recovery. Smokers and vapers often need help to quit. So, point them towards professional help. The first points of contact are the occupational physician, person of trust, or psychosocial risk prevention advisor, who can refer them to the right type of help or offer support to quit smoking.

4. Raising awareness

Prevention is better than cure. Make your employees aware of the consequences and risks of addictive substances on a regular basis. Also make sure they are familiar with the applicable agreements within your organisation. Plus, our targeted training courses let you teach managers to not only follow the procedures, but also conduct difficult (but essential) conversations with employees.

What can Mensura do for you?

• Develop a concrete and practical alcohol and drug policy for your organisation

• Integrate rules on smoking and vaping into your wellbeing policy

• Organise training courses for your managers and persons of trust

• Personalised support to quit smoking or in a group

• Create a roadmap for support programs, reintegration and follow-up

• Carry out an assessment of alcohol and drug use in your organisation

• Train you to spot the signs of problematic use

• Help you to prevent the psychosocial problems caused by alcohol or drug use