Brochure 034

January 2001

Alcohol and Drugs and the Workplace

Introduction
Alcohol and drug use may contribute to
workplace injuries resulting from poor
physical coordination, impaired judgement
and decreased alertness
These problems at work must be seen in
the wider social context, considering factors
such as community attitudes, availability,
advertising pressure and community
awareness of effects.
Detrimental work environments can cause
stress which may result in alcohol and drug
abuse. These can include poor physical
conditions, lack of control over work,
dangerous work conditions and shiftwork.
The purpose of this paper is to provide
information for use by employers,
managers, unions, occupational health and
safety practitioners, health and safety
officers, committees and representatives in
dealing with alcohol and drugs and their
effects at the workplace.

Scope Of The Problem

Approximately one in five employed
persons experience problems related to
alcohol and almost one in ten consume
alcohol at levels that are likely to affect their
health. Compared with alcohol, the use of
illegal drugs is rare. Prescription drugs may
also cause probelems at work. In the
general population one in ten women and
one in fourteen men take mind-altering
prescription drugs.
Alcohol and drug use can lead to
absenteeism, staff turnover and lowered
productivity.
Workplace problems do not only relate to
consumption at or before work or to
intoxication at work. The indirect effects of
alcohol and drug problems on individuals'
Brochure
Alcohol and Drugs and the Workplace

functioning within the workplace can also be

severe.

Moving To Address Alcohol And

Drugs At Work
Consultation
Consultation among employer, employees
and unions is essential if alcohol and drug
problems are to be addressed adequately.
This may occur through a committee,
comprised
of
representatives
of
employees, unions, personnel staff, health
and safety staff, alcohol and drug
consultants and management or through
consultation with Workplace Health and
Safety Representative or Workplace Health
and Safety officer. Unions, employer
associations and professional bodies can
assist with advice on program development
and implementation to help in the
development of a workplace program.
For action at an industry level, it is essential
that consultation occur with unions.
At smaller workplaces, discussion directly
with employees and the use of outside
resources may be essential.

Development of A Workplace
Policy
The alcohol and drug policy that a company
or industry group adopts will need to take
account of the particular needs and the
practical situation of that company or
industry. However there are a number of
minimum requirements for such a policy. It
must:
contain a clear statement of the
behaviour that is expected of employees

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 apply equally to all employees, including

managers and supervisors, at the
workplace

stay at the workplace during lunch time,

rather than eating at places where alcoholic
drinks are sold.

be part of the comprehensive health and

safety program

The provision of treatment and/or referral

services is an important component of
implementing the policy. If problems are
detected early, before serious physical and
social effects occur, a brief intervention may
be all that is needed. Facilities can be
provided at the workplace by, eg.,
Employees Assistance Programs or
referral to outside treatment agencies.
Confidentiality for the employee undergoing
treatment and rehabilitation must be
guaranteed. Also employees should not be
disadvantaged in terms of promotion or
seniority because that have sought or are
accepting help from the program. Treatment
and rehabilitation should be covered by
adequate leave entitlements.

result from adequate consultation with

employees before it is adopted
be made known to all employees
address issues in the work environment
that increase the use of alcohol or drugs
to the greatest degree possible, be nonpunitive
provide for appropriate treatment and
rehabilitation
for
employees
with
problems
be evaluated after implementation and
amended, if necessary, in line with the
outcome of the evaluation.
An Alcohol And Drugs Policy At The
Workplace - Implementation
Implementing such a policy has four
essential components:

However, as with all workplace health and

safety matters, prevention measures have
significant benefits. Consultation with
employees and education and information
may prevent alcohol and drug problems at
work.

education and information

Identification Of Alcohol And Drug
Problems

organisational support
addressing issues in the work
environment
prevention and rehabilitation support.
Information about the policy must be
provided, in plain English, for all employees
and be included as part of induction training
for new recruits. If necessary it should be
translated.
The policy needs to be
supported by education about harmful
effects of alcohol and drugs and the
rehabilitation services available.
It
is
important
that
management
demonstrate support for the policy by its
observance by all staff and at work
functions. Changes may also need to be
made to the work environment to support
the policy, e.g. provision of recreational
facilities and cheap attractive food in the
work canteen may encourage employees to
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Alcohol and Drugs and the Workplace

Ways of identifying alcohol and drug

problems among employees include:
self-identification and/or self referral to a
treatment program
identification by a co-worker
identification by a supervisor
performance testing.
Education of employees about the nature of
alcohol and drug problems, the workplace
policy and treatment options will improve
the chances of the affected person or a coworker identifying that a problem exists.
The benefits of such identification need to
be clear and also employers need to
guarantee that employees who seek help
will not be disadvantaged or punished.
Employers, supervisors or fellow workers

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should not interfere in the worker's private

life unless aspects of that person's use of
alcohol or drugs affect work performance.
A supervisor should only identify or refer
where there are performance deficits or
other work-related indications that a
problem may exist. For example an
employee may have many days off work or
be a risk to safety. Supervisors may need
training to be effective in identifying and
addressing
problems.
Methods
of
identification should be clear from the policy
and be agreed to in the consultation
process.
One method of assessment is through
testing for the presence of alcohol or drugs.
Any assessment should not be carried out
in isolation but should form part of a
comprehensive alcohol and drug program,
which in turn, is part of a general health and
safety program. It should apply to all staff
and be carried out only if there is strong
reason to suspect that a problem exists,
rather than on a random basis.

Ph:

(02) 6281 1002

Alcohol and Drug Information Service Ph: (07) 3236 2414

Freecall: 1800 177 833

Workplace Health and Safety

Telephone:

1300 369 915

Website:

www.whs.qld.gov.au

Service Providers
The following organisations provide preventive,
counselling and treatment services:
Alcohol and Drug Foundation 'Queensland
Level 3, 133 Leichhardt St, Spring Hill
PO Box 332, Spring Hill Q 4004
Ph:

(07) 3832 3798

Interlock
Level 3, 133 Leichhardt St, Spring Hill
Ph:

(07) 3831 5355

Resources
Resource Providers
The following organisations
contacted for further information:

Interlock

can

be

6/39 Eyre St, North Ward

P.O. Box 838, Townsville Q 4810

Alcohol and Drug Foundation - Queensland

Ph: (07) 4771 5253

Freecall: 1800 019 037

Level 3, 133 Leichhardt St. Spring Hill

PO. Box 332, Spring Hill 4004

Alcohol and Drug Information Service

Ph:

Ph: (07) 3236 2414

(07) 3832 3798

Australian Council of Alcohol and

Freecall: 1800 177 833

Alcoholics Anonymous

- Consult local white

Other Drug Associations

pages.

17 Napier Close, Deakin, ACT

Lifeline - Consult local white pages.

PO. Box 269, Woden, ACT. 2606

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