Managing substance abuse problems through co-operation

At the employee’s request, the employee representative has the right to be present when the matter is discussed with the employer. The duty of confidentiality in matters related to the use and treatment of substance abuse by individual employees always binds the representatives of both the personnel and the employer.

The main responsibility for substance abuse issues at the workplace lies with the employer’s representatives, i.e. the management and supervisors.

The occupational safety officer has expertise and influence in occupational safety and health matters. It is advisable to actively discuss substance abuse issues and practices at the workplace with the employer.

Role of the occupational safety officer

• The occupational safety officer is in contact with work communities and employees.
• is present at the workplace and involved in discussions.
• brings up workplace hazards and loads related to substance abuse.
• advances the prediction and prevention of possible harms related to substance abuse
• ensures that substance abuse issues have been taken into account as part of the occupational safety and health action programme.
• participates in the planning of training on substances at the workplace.
• informs and instructs the workplace’s personnel in substance-related matters.
• supports the employee in a situation where the employee’s substance abuse is brought up, if the employee requests it.
• supports the employee when they return to work.

• the occupational safety manager represents the employer in occupational safety and health co-operation
• assists the employer and supervisors in tasks related to the procurement of occupational safety expertise and co-operation with employees, occupational health care and occupational safety and health authorities
• in the development of preventive activities and the identification of substance abuse-related risks
• participates in the preparation of the workplace substance abuse programme and the planning and organisation of related training
• supports supervisors in putting a substance-free work culture into practice
• advises supervisors and supports them in concrete problem situations
• monitors occupational accidents and near misses and participates in their investigation
• supports management and supervisors in analysing data
• ensures that substance abuse-related issues are regularly on the agenda of the occupational safety and health committee.

The supervisor plays an important role in identifying and investigating the cause of an employee’s impaired work ability. Often, this also requires support from occupational health care. The cause of deteriorated work ability may be substance abuse, for example.

The supervisor can discuss with the work community which matters prevent or maintain substance abuse. Creating a culture of open discussion makes it easier to raise issues even in difficult situations.

Preventive measures

• reviewing the substance abuse programme in the work community
• ensuring good orientation and addressing substance abuse and gambling
• highlighting in development discussions how the employee has done in general
• encouraging employees to speak up at an early stage in situations that cause concern
• instructing employees to make safety observations
• increasing own competence in order to identify harm and daring to raise issues
• asking for help in difficult situations from HR, for example
• encouraging training

The supervisor must also be able to act in the event of a problem situation

• operating in accordance with the substance abuse programme if the employee is intoxicated at the workplace
• if an employee’s use of substances raises concerns, having a confidential and goal-oriented discussion
• explaining what kinds of changes have taken place in the work
• documenting the discussion
• reviewing the role of occupational health care in substance abuse matters
• when necessary, a referral to occupational health care for a work ability assessment, where the need for an occupational health negotiation is assessed
• supporting the work community in reviewing an acute problem situation

Each employee is responsible for informing the employer of the hazards that have emerged at the workplace, including in relation to substance use.

The employee is responsible for preventing substance abuse-related harm

• familiarising themselves with the substance abuse programme and the responsibilities and operating models defined in it
• identifying the hazards and risks related to substances in your work
• following the occupational safety instructions
• committing themselves to a drug- and alcohol-free work culture and understanding the harm caused by substances to oneself and the work community
• acting constructively and respectfully towards others in the work community
• training in the management of substance abuse-related harm
• raising concerns
• supporting colleagues in different situations

Employee conduct in the event of a problem

• seeking help if you feel that you have a substance abuse or gambling problem
• boldly speaking up if you suspect or notice that a colleague has a substance abuse or gambling problem
• ensuring that the intoxicated person does not endanger themselves or others
• reporting the matter immediately to the supervisor or in accordance with the reporting procedure agreed in the work community
• supporting a colleague returning from treatment and accepting them as an equal in the work community