A recent report from the CIPD found that a fifth of businesses don’t offer proactive support for employees with drug and alcohol misuse issues, and that there is a real need for line managers to be trained to spot the signs and offer support for such abuse. Very few employers provide training for managers in line with their drug and alcohol policies and procedures.
Impact of Covid-19 on drug and alcohol misuse
The issue of drug and alcohol misuse at work has always existed, adversely effecting employees’ health, work performance, conduct, and safety. The impact of the COVID-19 pandemic and consequential economic downturn have exacerbated many of the wellbeing risk factors, such as increased emotional and financial pressures and social isolation.
Employers must ensure they have a clear policy on substance misuse, and that drug and alcohol misuse forms part of their overall wellbeing offering, ensuring any need for disciplinary action is coupled with a preventative and supportive approach to help employees get the help they need.
CIPD Key Findings
• The impact of providing support is clear, the survey found that for those employers who had referred an employee to rehabilitation support, 69% had remained working for the organisation. Managing drug and alcohol misuse is an important area for employers to address.
• Just over a third of employers have disciplined someone in the past two years for alcohol misuse and just over a quarter for drug misuse.
• Around a fifth of employers have dismissed someone in the last two years where a significant reason was drug and/or alcohol misuse.
• Just over half of employers view alcohol and drug misuse as a combined performance/disciplinary and health, safety and well-being issue.
• Around a fifth of employers see alcohol and drug misuse as mainly a performance/disciplinary issue as opposed from an employee well-being perspective.
Alcohol is commonly available at official work social events
• 84% of employers said official organisation social events typically involve alcohol, with just 14% saying they don’t.
• Almost half of employers said having alcohol at social events generally has a positive effect.
• A quarter of HR professionals said some people don’t go to social events because of the expectation to consume alcohol.
Employers have a legal duty to protect employees’ health, safety and welfare.
Understanding the signs of drug and alcohol misuse, or abuse will help businesses to manage the health and safety risk in your workplace, develop a policy to deal with drug and alcohol-related problems and support your employees.
Misuse is not the same thing as dependence. Drug and alcohol misuse is the use of illegal drugs and misuse of alcohol, medicines and substances such as solvents.
Warning signs to consider:
• Unexplained or frequent absences
• Changes in mood and/or behaviour
• Unexplained reduction in productivity
• Stress or illness
• Performance or conduct issues
Screening and Testing
Some employers have adopted screening as part of their drug and alcohol policy which may be necessary in certain jobs, for instance, those who make safety-critical decisions such as drivers or machinery operators.
It is important to remember that employees must consent to screening, and that screening alone will not solve substance misuse and abuse.
Supporting 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, however, employees need to consider their legal position if required to give 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. Consider allowing someone time off to get expert help as the cost of recruiting and training a new employee may be more than the cost of time off.
Consider whether drug and alcohol misuse in your workplace is treated as a disciplinary matter or a health concern. If you dismiss someone because of drug or alcohol misuse without trying to help them, an employment tribunal may find that you’ve dismissed them unfairly.
Konnect HR can provide support and guidance to all businesses relating to the above matters, in addition to covering all areas of HR and Employment law queries.