How can the workplace prevent substance and gambling problems?

Draw up a policy for substance use and gambling.

By drawing up a policy for substance use and gambling, the workplace can prevent substance use and gambling problems. A relevant and well-known policy contributes to a safer working environment, prevents unfortunate incidents and protects the organisation's reputation.

A policy describes what constitutes acceptable behaviour at work and in social settings, and helps create a sense of security for both employees and managers. It is easier to deal with concerns and specific incidents if you have discussed in advance how to handle them. The purpose is to look after employees by preventing problematic use of substances and gambling, which in turn reduces absence and keeps people in work.

What should a policy contain?

Start by explaining the purpose of having a policy. Feel free to link it to your organisation's values and to the goal of creating a caring culture. A clear policy should describe the organisation's stance on substance use and gambling:

• During working hours and in the workplace.
• In social settings such as work parties, travel and seminars.
• During leisure time - if it negatively affects job performance, safety or reputation.

How to get started

Start by discussing how you want things to be in social settings. You then need to agree on what to do if someone is under the influence during working hours, and what stance to take on illegal drugs and doping substances. Also talk about possible risks associated with the use of habit-forming medications.

Involve both management and employees in the discussion, because a policy is the result of cooperation between both parties in the organisation. The working environment committee or other joint bodies and forums are good places to start.

Template with a completed example (in Norwegian)

Involvement process (in Norwegian)

How to make the policy known

Communicate clearly and talk about the policy at staff meetings and management meetings. Feel free to use Akan's dilemma films and tools as inspiration and a starting point for discussion. Include the policy in your wider health and safety (HSE) and inclusive working life (IA) efforts, and use working environment surveys to discuss the topic. Provide information about the policy and talk about its content so that everyone understands what it means.

Use the conversation starter below to reflect together in management groups, departments or teams, and build a shared understanding of what applies at your workplace. 

If the policy is not followed

It is the manager's responsibility to react if the policy is not followed. The response will depend on what has happened and on what your policy and work rules say. Possible responses include: 

• Have a conversation as soon as possible to find out what has happened. Often a conversation is enough to set change in motion. 
• Issue a warning if the work rules or the policy have been breached. 
• If someone is under the influence, they must be sent home in a safe and responsible manner.

Click here to see an example policy.

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