Substance abuse problems at the work place

All employees have a responsibility to contribute in various ways to an addiction-free environment. Alcohol and other addictive substances at work have negative consequences in the work environment. According to the Work Environment Act, the employer has the main responsibility to deal with this at work. All rehabilitation efforts regarding alcohol and/or drug abuse must be coordinated with the work place concerned, the social services of the home municipality and the Social Insurance Agency. When an employee shows signs of substance abuse, one must be aware that this impairs the ability to work. The manager is obliged to intervene. The chances of solving the problems are greater if measures are taken early.

Early signs of abuse can be:

• Repeated short-term absence.

• Impaired or uneven work performance.

• Mood swings.

• Unplanned absences, often in connection with weekends.

• Staggered working hours; the employee works at times when it is possible to work alone.

• Avoids manager and work management.

• Financial problems.

How should the manager act if he suspects that an employee has an addiction problem? In cases where the manager plans to have a conversation when an employee is suspected of having a substance abuse problem, the manager should prepare by carefully document work performance and behavior. The manager must initiate an individual conversation with their employee. The manager should also contact the HR function at their school and the occupational health service before such a conversation. During the conversation, it should be clearly stated in which way the employee functions, or does not function at work; based on work performance and behavior. Explain and speak plainly. Be factual and avoid being judgmental. Document the conversation. The manager must not try and diagnose the employee. One conversation is rarely enough. Book the next time for follow-up, before ending the meeting. In all rehabilitation, the manager must document all measures, agreements and conversations. A template for a rehabilitation plan can be found on the web pages for rehabilitation. Someone who suffers from an addiction rarely manages to get out of the addiction on their own, but needs support and help. If it is a question of abuse, HR at the school and occupational health care should be involved at an early stage in order to get help with the rehabilitation.

Actions in the event of alcohol or drug intoxication

Should an employee be under the influence at the workplace, the immediate manager must ensure that he or she immediately goes home. It is important that the immediate manager or a colleague can go along with the influenced employee. As soon as possible, preferably the next day, the immediate manager should have a conversation in the form of a personal meeting with their employee. During this conversation, the employee must be offered help and support. As a manager, it is good if you have had time to talk to the HR function at the school and the occupational health service before such a conversation. Addiction problems are an illness and the manager is therefore responsible for establishing a rehabilitation plan for the employee. Rehabilitation must always take place in consultation with the employee. The HR function at the school and occupational health care must also participate. It is assumed that the employee with addiction problems actively participates in his rehabilitation. If an employee refuses to participate, breaks the treatment or the rehabilitation plan, this may constitute a factual basis for dismissal. It is important to be clear about this in conversations with the employee.

The employee's responsibility

The employee who is under the influence of alcohol or drugs at work or is absent from work due to substance abuse, does not fulfill their part of the employment contract they entered into with KTH. If you, as an employee, are under the influence of drugs or alcohol at work, this means that you can be a safety risk for yourself and others. If the employee has substance abuse problems, they have a responsibility to do something about the situation.

Responsibility of colleagues

Don't help a colleague with addiction hide the problem. Dare to ask how the person in question is doing and if you can help with support to get help to get rid of the addiction. The faster your colleague gets help, the better chance they have of getting out of the addiction.

Manager's responsibility

The immediate manager is responsible for addressing and dealing with substance abuse problems if it is noticed in an employee. If an employee seeks help, they must always be able to count on support from their manager.

The manager must:

• Intervene when someone in the workplace is drunk or suspected of being under the influence of drugs.

• Initiate a rehabilitation investigation in the event of an established substance abuse problem.

• Avoid granting leaves after they have already been taken, as it can hide an abuse problem.

• Strive to learn to see the early signs of addiction.

• Always make sure to offer alcohol-free options at representations and parties. 

Abuse cases are handled confidentially. The manager and contact persons who may become involved are also covered by the duty of confidentiality.