Alcohol, drugs and workplace safety

April 28 each year is World Day for Safety and Health at Work. It provides an opportunity to reflect on alcohol and other drugs (AOD) in the workplace.

In this article, we look at the impact of AOD use in the workplace, and how serious the risks are. We also cover what employers can do to establish a safe and supportive workplace.

How does alcohol and other drug use impact the workplace?

In the last 12 months, one in 37 Australian workers have worked under the influence of alcohol and one in nine have worked under the influence of illicit drugs, like methamphetamine or opioids.¹

In the past three months, around 1 in 22 people drinking at short-term risky levels missed at least one day of work due to their alcohol use.¹

Alcohol use contributes to 11% of workplace accidents and injuries.² And, alcohol-related time off work costs workplaces around $3.6 billion each year.^3,4

The workplace costs of illicit drug use is estimated at $1.5 billion each year.⁵

What type of workplaces are linked to increased AOD use?

Some industries have higher rates of workplace alcohol and other drug use than others, including:

• construction
• financial services
• transport
• hospitality.^6,7

Workplace factors that can increase the risk of AOD use include:

• availability or access to alcohol (physically and socially)
• the workplace culture (e.g. heavy alcohol use in the workplace allowed, work cultures revolve around drinking for team building or celebration)
• a lack of rules and regulations around AOD use in the workplace
• environment and working conditions (including long hours, shift work, insecure employment, isolated working patterns, low-level supervision, poor health and safety practices and lack of access to services)
• poor workplace relationships and conflict
• low job satisfaction and work stress
• discrimination, bullying and harassment.^7,8

How do alcohol and other drugs impact workplace safety?

Alcohol and other drug use, especially high-risk use, can affect a person while they’re impaired and, in the days following.

Nursing a hangover, coming down from drugs, or simply being exhausted after a big weekend can impact a person’s ability to concentrate, react quickly, and make good decisions.^9-11

This reduced performance can lead to mistakes that can cause serious injury – impacting not only the person affected by alcohol and other drugs but their co-workers too.

About a third of Australian workers have experienced negative effects from a colleague’s use of alcohol.¹² This includes:

• being involved in an accident or close call
• reduced ability to do their job
• having to work extra hours to cover for a co-worker
• a co-worker taking one or more days off work.¹²

What about prescription drugs?

People often use prescribed drugs to treat pain or cope with mental or physical ill health symptoms, including medicinal cannabis. If these medicines have side effects, or are used incorrectly, it can impact performance and compromise workplace safety.¹³

These risks can increase if workers:

• are in safety-sensitive situations (e.g. operating heavy machinery or driving)
• haven’t used the medication before
• are taking more than one type of medication
• drink alcohol with certain medications.¹³

It’s best practice if workers speak with their GP about any potential side effects of their medication and inform their manager or supervisor if there are any impacts on workplace safety.

Under law, employers may need to make reasonable adjustments for employees prescribed drugs that could affect their ability to do their job safely, which can include modifying job tasks, rosters or shift structures.¹⁴

What can employers do to support workplace safety?

Workplace culture influences how alcohol and other drug use is viewed and managed. This shapes how employees are treated, viewed, and whether they feel safe to disclose their use or seek support and accommodations at work.⁸

Employers can take several steps to support and protect their staff from alcohol and other drug harms:

1. Establish clear policies about alcohol and other drugs in the workplace, including how incidents will be managed.
2. Make sure policies state how to appropriately approach and support employees affected by AOD use, and how to provide appropriate information on further supports. On the other hand, policies that focus on punitive methods (e.g. punishments and penalties) to AOD use, are likely to contribute to stigma.⁸
3. Develop AOD policies using a co-design approach to increase employee engagement.⁴
4. Offer staff access to internal supports, such as an Employee Assistance Program, which provides counselling to staff for a range of issues.¹⁵
5. Take regular steps to educate staff about alcohol and other drugs, including potential impacts, how to access support and how to appropriately respond to AOD use in the workplace.^8,15
6. Don’t rely on random or once-off alcohol/drug testing, it’s been proven to be less effective than a comprehensive policy.

By: Alcohol, drugs and workplace safety – Alcohol and Drug Foundation