A leading HR expert has warned that an increasing volume of issues related to substance abuse are coming across his desk.
Founder of HR solutions firm HR Buddy, Damien McCarthy has said that more and more conversations around issues such as performance, absenteeism, behaviour and competence are being linked to workers lifestyles.
HR Buddy represents employers in small and medium sized businesses and Damien has experienced, particularly since the lifting of restrictions, a huge problem with workplace performance and workplace relations. One thing which keeps coming up is drug-use and in particular, cocaine.
“In one instance I dealt with, an employee had approached the business owner for a loan and openly admitted it was to feed his cocaine habit. We have other indirect instances of employers being approached for advancements on wages. There is also worrying employment relations scenarios where people are irritant or snapping at work colleagues and communicating and engaging differently and erratically.
"There is a clear question that this is all linked to a wider problem of substance abuse in society. Before, it used to be a case of -keep your head down and stay out of the way on a Monday morning, because you had one too many drinks on a Sunday night. However, in today’s society it is a much darker and dangerous problem of substance abuse and many workplaces do not know how to deal with this," CEO and Co-Founder of HR Buddy, Damien McCarthy, said.
The problem is rising to the surface in remote and home working situations also and McCarthy worries that it is becoming more acceptable in remote working situations in that the impacts of substance abuse upon workplaces is not being called out, as it is having the same detrimental impacts.
“it can be hidden more easily in a remote and home working environment, but it can have the same negative impact on a workplace and someone’s career," Mr McCarthy commented.
McCarthy points out that workplaces should offer an employee assistance programme and have a very clear policy set out with regards to substance abuse.
“The Safety, Health and Welfare at Work Act 2005, covers how employers and employees should respond if someone is intoxicated due to illegal or legal drugs, or alcohol at work. It is the employer’s duty, to ensure, so far as is reasonably practicable, the safety, health and welfare at work of all employees. This includes managing and conducting work activities to prevent improper conduct or behaviour likely to put employees at risk," Mr McCarthy added.
McCarthy also points out that employees have a duty of care also.
“It is the employee’s duty to ensure that they are not intoxicated at work. This is particularly true when their intoxication could result in damage to their own, or any other’s health, safety or wellbeing.
"If an employer suspects behaviour or performance issues that it is due to intoxication from drugs or alcohol, they can use their discretion when deciding how to respond. If the employee is undertaking a safety critical job, such as operating machinery, then it is crucial that they are sent home. In cases where they are not carrying out a safety critical job, the employer still has a duty of care to both them and other employees, meaning that they must make a risk assessment of the employee’s behaviour and judge how best to respond to the situation.
As an employee, if you notice someone clearly intoxicated at work, then it is your responsibility to report this behaviour to a superior," Mr McCarthy concluded.
