Deborah Williams CMIOSH RMaPS at Compass Ltd. Deborah specialises in assisting private sector organisations within the construction, waste management and extractive industries.


01257 482256 | dwilliams@compass-ms.co.uk HEALTH & SAFETY


Drugs and alcohol at work


UNDER health and safety law, employers have a legal duty to protect employees’ health, safety and welfare. Understanding the signs of drug and alcohol misuse (or abuse) will help employers to manage health and safety risks in the workplace, develop a policy to deal with drug and alcohol-related problems and support employees.


Misuse is not the same thing as dependence. Alcohol misuse is simply drinking alcohol in a way which is harmful, while drug misuse is the use of illegal drugs or the inappropriate use of medicines and substances such as solvents.


The following warning signs could indicate drug or alcohol misuse: • Unexplained or frequent absences; • A change in behaviour; • Unexplained dips in productivity; • More accidents or 'near-misses'; • Performance or conduct issues.


However, these can also be signs of other things, like stress or illness.


Employers should think about the kind of work carried out and any safety- critical elements where drug or alcohol misuse could have a particularly serious outcome, for example: • using machinery; • using electrical equipment or ladders; • driving or operating heavy lifting equipment.


Where employees in safety-critical jobs 54


seek help for alcohol or drug misuse, it may be necessary to transfer them to other work, at least temporarily.


All organisations can benefit from an agreed policy on drug/alcohol misuse, this could may be included as part of your overall health and safety policy. If an employee tells an employer they have a drug or alcohol problem, an effective policy should aim to help and support them rather than lead to dismissal. But it should also highlight when an employer will take disciplinary or other action, for example that drug possession or dealing at work will be reported to the police straight away.


Some employers have adopted screening as part of their drug and alcohol policy. There may be a case for screening, particularly in certain jobs (for example, employees in safety-critical positions).


If an employer decides to carry out screening, they should be aware that: • Employees must consent to screening for practical and legal reasons;


• Screening by itself will not solve problems caused by drug and alcohol misuse and, where introduced, should be part of a company’s overall health and safety policy;


• Screening must be carried out properly to ensure samples cannot be contaminated or tampered with, and that testing procedures and analyses are accurate;


• Employees can’t be made to take a test but, if they refuse when an employer has good grounds for testing, they may face disciplinary action.


When you have assessed the risk and have a policy on drug or alcohol misuse (or abuse) in your workplace, the policy and support available should be communicated to employees.


Employees with a drug or alcohol problem may ask for help at work if they are sure their problems will be dealt with discreetly and confidentially. But employers should also consider their own legal position if they are given evidence or information that suggests an employee’s drug misuse has involved breaking the law at work.


Drug and alcohol dependence are recognised medical problems. Someone who is misusing drugs or alcohol has the same rights to confidentiality and support as they would if they had any other medical or psychological condition.


Compass are an accredited Occupational Health Provider and carry out workplace drug and alcohol testing using Point of Care (POC) and Back to Laboratory (BTL) testing.


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