The use of alcohol or other drugs affect a person's co-ordination, motor control, alertness and ability to exercise judgement. At some workplaces this can pose a high risk, particularly where workers operate machinery, drive or rely on concentration in the course of their work. Drugs and alcohol also adversely affect productivity and relationships.
Persons conducting a business or undertaking (PCBUs) have a responsibility to ensure that any worker affected by alcohol or drugs is not in a position of personal risk – and does not present a hazard or risk to the health and safety of others.
You can assess whether risks exist or may arise by considering:
- patterns of alcohol and/or other drug consumption – people who use large amounts on single occasions may create different risks compared to people who are regular heavy users
- prevailing workplace culture, for example do you encourage workers to drink after work?
- physical isolation – workers in isolated areas or who are separated from family and friends sometimes consume alcohol and/or other drugs due to boredom, loneliness or lack of social activities
- levels of supervision – inadequate supervision and communication about expected roles and behaviour on the job may lead to unacceptable actions
- extended working hours or shift work – illicit drugs, such as amphetamines, or prescription medication may be taken to keep awake
- interpersonal factors, such as stress or bullying at work, which may increase risks
- working conditions – hot or dangerous environments may contribute to levels of consumption
- job satisfaction.
If your assessment suggests some risks exist, then you will need to think about how to control them. Develop a strategy with the aim of eliminating or reducing alcohol and other drug related harm, as far as is practicable. Try this three-tiered approach:
- Provide information and education to help everyone understand how to deal with drug or alcohol affected workers or visitors.
- Introduce a drug and alcohol policy and associated procedures for dealing with affected workers to make it really clear that your workplace will not tolerate the use of drugs and alcohol – use this sample policy as a starting point.
- Create opportunities for return to usual work duties by affected workers.
Did you know?
Research has estimated that 2.5 million days are lost annually due to alcohol and other drug use, at a cost of more than $680 million.
Almost one in 10 workers say they have experienced the negative effects of a co-worker's misuse of alcohol, while alcohol and other drugs are estimated to cost Australian workplaces $6 billion per year in lost productivity.
Except for alcohol testing, a positive drug test is not directly related to impairment nor does it provide a reliable indicator of impairment. It only detects whether somebody has been exposed to drugs.
Impairment tests, also known as ‘fitness for work’ or ‘fitness for duty’ testing systems, measure actual impairment rather than the existence of drugs or drug by-products in the system, and can be used as an alternative to, or in conjunction with, alcohol and other drug testing at the workplace.
As with drug testing, such testing has limits and should be part of a comprehensive workplace strategy that includes education, policy and procedures.
Work functions are an important way to thank workers and celebrate special occasions. To act responsibly you could consider:
- providing non-alcoholic drinks or limiting refreshments to lower alcohol drinks such as light beer or wine
- providing food and nibbles
- having a plan in place for those who cannot drive home safely (eg organise lifts, get them to stay overnight, ask them to pack a swag).