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HWL - Simple Guide: Alcohol and drugs in the workplace

Why have a policy?

Surveys suggest that employers' reasons for adopting a policy include:

Staff performance

• 45% of male and 28% of female heavy drinkers report that the after-effectsof their drinking affected their work in the past week.
• 75% of problem drinkers are in full-time employment.

Safety

• 25% of accidents at work are reported as being alcohol related.

Absenteeism/Sickness

• 6?14 million working days in the UK are estimated to be lost each year dueto alcohol-related sickness absence.

Financial considerations

• It is estimated that alcohol misuse costs industry several billion poundseach year.

Employee welfare

• A year after receiving treatment, only 7.7% individuals referred foralcohol counselling had been dismissed from their jobs as a result of theiralcohol problem.

Legal duties and obligations

Employers and employees are required by law to address the issue of alcoholin the workplace. This includes:

• the Health and Safety at Work etc Act 1974
• statutory legislations: e.g. the Transport and Works Act 1992.

Employee benefits

The employee can benefit from a good alcohol policy. Benefits include:

• assistance for those with alcohol problems
• health education
• fair and consistent procedures.

Key steps

To develop a policy the following stages should be observed.

1. Seek expert advice from a specialist agency.

2. Develop a mechanism to enable management, trade unions and employeerepresentatives to participate in policy development (e.g. joint workingparty).

3. Develop draft policy.

4. Negotiate and consult with key personnel on the proposed draft policy(e.g. health and safety representatives, occupational health staff, and linemanagers).

5. Amend policy as necessary and, if appropriate, give advanced notice ofchange of working conditions (e.g. alcohol-free working environment).

6. Implement policy.

7. Review and monitor policy on a regular basis.

The principles

It is necessary that an alcohol policy be underpinned by the followingprinciples.

A clear statement of intent

A policy should be a written statement of intent outlining how theorganisation will deal with the issue of alcohol and problem drinking atwork.

A commitment to joint negotiation

For a policy to work in practice it should be based on joint negotiationand/or consultation between management, trade unions and/or employeerepresentatives.

Clearly stated policy objectives

Policy objectives generally fall into:

• prevention of alcohol problems at work
• commitment to ensuring the health, safety and well-being of employees
• provision of help for employees with alcohol problems
• procedures for defining the role and responsibilities of management whendealing with alcohol problems at work
• a commitment to education, training and monitoring.

Applicable to all employees

A policy should be applicable to all employees regardless of status. Incases where restrictions are placed on employees in 'safety-sensitive'occupations, policy rules should be clearly explained and defined.

Confidentiality

The maintenance of strict confidentiality is fundamental to a policy.

The key elements of a policy

A policy should:

• address the use and possession of alcohol in and around the workingday

Some of the issues that may be considered include:

• take account of respective legislation
• adhere to best practice when dealing with disciplinary cases involvingalcohol
• establish clear procedures for dealing with employees whose workperformance is adversely affected by alcohol

Policy provisions and conditions may include:

Provisions

Conditions

• encourage early intervention in alcohol problems via education and traininginitiatives.

This may include:

Developing a policy

There is no such thing as a standard alcohol policy. Organisations, from thevery large to the very small, need to develop a policy to suit their individualneeds. The type of policy required will depend upon the nature of theorganisation, the culture, size and structure of the workplace and therationale behind the policy development. It is strongly advised that you seekexpert help to assist you in the development of a policy suited to the needs ofyour organisation.

Developing a policy - agencies that can provide expert help

Professional trainers

The Health Education Board for Scotland (HEBS now Health Scotland), the Scottish Council onAlcohol (now Alcohol Focus Scotland) and the Industrial Society have trained a network of professionals onthe subject of alcohol in employment. A central list of qualified trainers canbe obtained by telephoning Health Scotland on 0131 536 5500.

Health boards

Have a range of specialists including those from health promotion andoccupational health who can provide you with help. To find your localspecialist contact your health board (listed under 'Health' in your telephonedirectory).

Alcohol Focus Scotland

Can provide in-house specialists in the field of workplace alcohol policiesand/or direct you to a network of local alcohol counselling agencies. To findyour nearest local contact telephone Alcohol Focus Scotland on0141 572 6700.

Alcohol policies

It is estimated that 65% of Scottish companies have an alcohol policy.However, the costs associated with alcohol at work, the impact of currentlegislation, and the notable links between alcohol and ill health suggest thatalcohol policies are becoming an essential part of good business practice.Small and large businesses alike are advised by major bodies such as theConfederation of British Industry (CBI), the Health & Safety Executive(HSE), the Scottish Trade Union Congress (STUC) and the Federation of SmallBusinesses to adopt alcohol policies.