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What are the benefits of a workplace drug and alcohol policy?
- Identifies clear procedures for the response to drugs and alcohol in the workplace
- Identifies what help and support is available
- Deals fairly and consistently with problems
- Clarifies to all staff how drug and alcohol use may affect their employment
- Avoids misrepresentation and confusion
What are the consequences of not having a policy?
- Leads to confusion about rules
- Key staff not confident to deal with issues as they arise
- Litigation more likely of employee is dismissed
- Higher rate of absenteeism
- Possible financial loss – insurance payments, higher rate of faulty goods etc
TTC group can help you write your policy and help with discussions with employees before it is introduced. It is essential that all staff are involved in the process of creating your policy.
The misuse or abuse of alcohol and other drugs represents a significant problem to both employers and employees in terms of the losses in productivity in the workplace, accidents, absenteeism, lateness and disputes as well as human and health costs to individuals, their families and the community.
Alcohol consumption is estimated to result in 17 million lost working days in the UK each year. More than 3 million people in the UK are now thought to be alcohol dependant. (Source: Alcohol concern March 2003)
How much is alcohol - related absence costing YOUR business?
Alcohol consumption may result in reduced work performance, damaged customer relations and resentment among employees who have to ‘carry’ colleagues whose work declines because of their drinking. Alcohol is a depressant known to affect judgement and physical co-ordination. Drinking even small amounts of alcohol before or while carrying out work that is ‘safety sensitive’ will increase the risk of an accident.
It is estimated that the total economic cost to British society of the misuse or abuse of alcohol and other drugs is over £3 billion annually.
Employees have a better chance of recovery from long term alcohol and/or other drug dependency problems while they remain in a work environment.
Employers have a general duty under Health and Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of employees. If, for instance, you knowingly allow an employee under the influence of alcohol to continue working and this places the employee or others at risk, you could be prosecuted. Similarly, employees are also required to take reasonable care of themselves and others who could be affected by what they do.
Under the Management of Health and Safety at Work Act 1999 employers have a duty to assess the risks to the health and safety of employees. The problems caused as a result of drugs and alcohol is a foreseeable hazard and so need assessing.
The following phrases are NOT drugs and alcohol policies:
"You must not consume alcohol on the premises"
"You must not drink during working hours"
"We reserve the right to test"
See some of our Client Feedback >
Call 0845 270 4363 to find out more about Alcohol & Drug Policies for your Workplace |
