Substance abuse programme

The substance abuse programme is a shared workplace agreement that applies to both the employer and employees (see the Occupational Healthcare Act section). More information on the legislation of the substance abuse programme can be found on the page describing the legislation governing the prevention of substance abuse-related harm.

The workplace’s substance abuse programme, treatment referral practices and other issues related to the use of substances must be discussed at the workplace in co-operation with the employer and employee representatives.

The substance abuse programme is planned in occupational safety and health co-operation with the organisation’s management, employees, occupational safety and health and occupational health care. The substance abuse programme always reflects the workplace and takes into account, for example, the hazards and workload factors related to the work.

With the substance abuse programme, the employer defines the operating methods for preventing substance abuse-related problems at the workplace, addressing such problems and supporting rehabilitation from substance abuse problems and the reduction of substance abuse. The substance abuse programme is equal for all employees, regardless of the position or employee role. The aim of the substance abuse programme is to support the prerequisites for performing work and the well-being of individuals as well as to establish clear and shared operating methods for responding to substance abuse-related problems and referring people to treatment in different functions or units.

As a tool for regular preventive substance abuse work, the substance abuse programme supports awareness of what kinds of matters should be addressed and when. Employees will also be aware of the employer’s attitude to substance abuse-related harm or coming to the workplace intoxicated. The agreed procedures also support supervisors in consistent intervention.

The members of the work community must also be consulted when drafting the substance abuse rules of the work community. This way, the members of the work community will be more committed to the rules of the workplace, and knowing the operating models in themselves prevents the occurrence of harm through the awareness that substance abuse can affect the employment relationship.

If substance abuse-related problems are not addressed at an early stage, the problems can become chronic and, at worst, cause harm that places a load on the entire work community. Failing to do work tasks due to substance abuse problems places a load on other employees and also on those who previously had good work arrangements and functional capacity.

Working while intoxicated or hung over also increases the risk of occupational accidents and lowers the threshold for other impulsive or undesirable behaviour in the work community. Such behaviour can include things such as the harassment of colleagues, other inappropriate behaviour or lying about the progress of work. Substance abuse-related problems also result in unnecessary absences and increase the likelihood of mistakes. In addition, the trust of colleagues in the person in question decreases, conflicts may increase and the health and functional capacity of other employees may also be threatened due to long-term, underlying substance abuse-related harm.

From the employer’s point of view, substance abuse problems may also result in reputational damage, which may have long-term adverse effects. Reputational damage may arise, for example, in situations where an employee acts unreliably or inappropriately towards a customer or otherwise contrary to the general instructions of the workplace. Damage may also arise if the promised delivery times are not met.

Substance abuse and non-discrimination in the work community

Non-discrimination must also be taken into account in the workplace’s attitudes towards substance abuse. All employees at the workplace should feel like they are part of the work community as themselves. It is, therefore, important that members of the work community are not put in unpleasant situations with substances, for example, due to their cultural background, beliefs or individual characteristics or choices. The employer and members of the work community should carefully consider whether substances are suitable as a reward for good work or as a work community bingo prize. Perhaps the prize could be something that is ethically sustainable or promotes well-being instead. This way, the employer could also show itself as a responsible workplace that takes care of its employees.