According to one survey:
Addressing drink and drug problems at work:
1. Research if there is a problem
2. Decide what to do
Start by asking yourself some questions:
Then you may need to consult others, for example occupational health practitioners, managers and supervisors, as well as employees, staff and trade union representatives, including appointed safety representatives. Their support will be important, in order to implement any steps you decide to take. To find out what other companies in your field have done, you could get in touch with your local business forum or health promotion unit.
3. Take action - develop and introduce substance abuse policies
Model workplace policies on drug or alcohol misuse usually cover:
4. Take action - raise employee awareness
An explanation of your alcohol and drugs policies can be included in the induction programme provided to new employees. Additional training for all staff can be given through group sessions or seminars. Making information generally available to your staff about alcohol, drugs and health can also encourage sensible behaviour outside working hours.
5. Take action - train managers and supervisors
Managers and supervisors need to know:
How to identify the signs of drug and alcohol abuse?
Inform yourself, your managers and supervisors about the types of drugs available and the harmful effects they can have on your business and employees alike. Local health or drug advisory services may be able to help train managers to recognise the signs, and how to deal with a situation. Triora provides information about the signs and symptoms, effects and withdrawal symptoms of alcoholism, cocaine abuse and cannabis use disorder on our website.
6. Take action – help employees
Do not ignore the problem. Acting to prevent problems before they occur can save time in the end and is often more effective than waiting until they have become too serious to ignore. Many people can regain full control over their lives and return to their previous job and work performance.
Overall, the goal of the employer should be to help an addicted employee get the help he or she needs to be as healthy and productive as possible. Encourage employees concerned to seek help from your organisation’s occupational health practitioner, their GP, or a specialist addiction treatment centre like Triora. It is up to them to accept help and follow treatment.
Employees with a drink or drugs problem have the same rights to confidentiality and support as for any other medical or psychological condition. Since it may be very difficult for someone to admit that they have a problem, they need to know that it will be treated as a health issue rather than an immediate cause for dismissal.
Disciplinary action should be the last resort. If an employer makes no attempt to help an employee whose work problems are related to drinks or drugs, a court may consider dismissal unfair.
Don’t mix it: A guide for employers on alcohol at work (pdf)
Drug misuse at work, UK Health and Safety Executive (pdf)
Alcohol, drugs and the workplace – The role of medical professionals, British Medical Association briefing (pdf)
Triora has a proven track record providing discrete addiction rehabilitation to private patients – often top-level working professionals. Find out how we can help your employees regain control and return to a productive working life.
Triora’s addiction care is one of the most successful ways to overcome addiction. Using the unique Triora Model, we treat body, mind and soul to help you and your loved ones regain a meaningful life. Our professional staff provide discrete inpatient and outpatient rehabilitation to people like you from the pleasant surroundings of our private recovery clinics in Alicante and Malaga, Spain.