The use of drugs and alcohol can be a serious workplace issue. Not only can their use lead to significant health problems but anyone under the influence of drugs or alcohol can be a hazard to themselves and others.
“It is not only illegal drugs that cause
problems at work. Legal ones,
including prescription drugs
and alcohol, can be misused”.
In addition some drugs, even when prescribed by a doctor, can affect someone’s ability to work, especially if the job requires a high level of concentration or alertness. However, on the other hand, many people have conditions that require drugs to help them live a normal live and could not work without them.
The use of alcohol and drugs socially may have no direct effect on the person’s work, but if a person comes to work under the influence of either of these it will impair their performance and can lead to them taking risks or putting others at risk. 
This is not just a problem for the obvious professions such as drivers, construction workers, machine operators and emergency staff. It can be an issue for all groups of workers. Many drugs, and alcohol is a drug, can also have psychological effects that can affect performance or mental wellbeing, especially after long-term use or if a dependency develops.
“At apas, we believe that alcohol and
drugs have no place in the workplace, unless
required for a medical condition. However,
we also believe that employers
should not interfere in a person’s private
life unless it impacts on their work”.
The Department of Health (the Department) estimated in July 2008 that alcohol misuse costs the health service in the order of £2.7 billion per year. Such 
misuse also imposes wider costs on society, such as crime and disorder, social and family breakdown and sickness absence. The total annual cost of alcohol misuse to the UK economy has been calculated by the Cabinet Office at up to £25.1 billion. One in twenty five people in the UK are dependent on alcohol and of those, it is estimated that seventy five per cent are in employment. It is estimated that on average, a problematic drinker will take ninety six days sickness leave per yer (compared the the national average of eight and a half).
This, therefore, has obvious cost implications for buisineses and other organisations. apas firmly believe that by enabling people to make their own healthy lifestyle decisions through sesnsible education we can can go some way to reducing the harm (and cost) caused by substance misuse (and gambling).
Developing a drugs and alcohol policy
Many employers see drug use as a matter for the law and alcohol abuse is often considered a personal matter
unless it starts becoming disruptive. Negotiating an agreed policy can help ensure that the issues are dealt with as legitimate workplace matters in a way that will aim to support any workers who have a problem. Under no circumstances should a drugs or alcohol policy be part of a disciplinary policy.
It is important that managers and staff all know how the organisation will deal with drug and alcohol related issues. It will also help staff gain the confidence to come forward and seek help either for themselves or others without fear of disciplinary action. Unfortunately many line managers are not equipped to deal with these issues and line manager training and support is an important part of any policy.
