FAQs

The National Health and Medical Research Council (NHMRC) defines illicit drugs as:

• Illegal Drugs: drugs prohibited from manufacture, sale or possession in Australia
• Pharmaceuticals: over-the-counter (OTC) or prescribed drugs used for non-medical purposes, or in greater quantities than recommended
• Other Psychoactive Substances: legal or illegal substances used in a harmful way (e.g., kava; synthetic cannabis, inhalants such as petrol).

Alcohol is a depressant which means it slows down the messages that travel between your brain & body & affects the way you think, feel & behave.

Watch the following video How does alcohol make you drunk? (5 mins 25 secs) to find out how it causes drunkenness and why it affects people in different ways.

Answer = Alcohol.

Drinking even small amounts can lead to impaired judgement about speed & distance & can cause slow reaction times.

Larger amounts of alcohol affect muscle coordination, reflexes, vision & hearing.

Alcohol is responsible for more absenteeism, injury & workplace conflict than all illicit drugs.

More workers use alcohol and drugs than people not in the workforce.

In 2019, a higher proportion of employed Australians drank alcohol at risky levels (more than 10 standard drinks a week and/or more than 4 standard drinks on any one day) compared to their Australian counterparts (38% vs 32%).

Illicit drug use prevalence was higher among employed Australians (19%) than among the total Australian population (16%).

While tobacco smoking has decreased over the past 40 years, it nevertheless causes an estimated 20,000 deaths each year. It is the leading cause of preventable death & disability, including at least 46 medical conditions e.g., stroke, heart disease, at least 16 types of cancer including lung cancer, & type 2 diabetes.

Tobacco smoking costs Australian workplaces $4.98 billion per year due to smokers (including ex-smokers) taking an extra 11.3 million days off work. Workers who smoke daily have an extra 3.7 days off work per year than workers who have never smoked.

Legislation currently bans smoking in enclosed areas of all workplaces.

Making your workplace smoke-free helps smokers who are trying to quit or cut down. The sight or smell of others smoking can be a major trigger to smoke for those trying to cut down or stop smoking.

Workers & occupations more likely to use alcohol & drugs include:

• Young & mid-aged workers
• Men
• Tradies
• Shift workers.

However, young people are decreasing their use of alcohol & illicit drugs, while older age groups are increasing.

People use alcohol & drugs for a wide range of reasons.

In general, workers use alcohol & drugs for:

1. Pleasure – e.g., for enjoyment
2. Pain or distress – e.g., to mask poor health & ease physical or mental pain
3. Purposefully – e.g., to cope with job demands, improve stamina/ concentration, or to ‘fit in’ with co-workers.

The Alcohol & Drug Foundation’s Drug Wheel describes all main types of drugs & their effects.

According to the 2020 Australian Alcohol Guidelines, to reduce the risk of harm from alcohol-related disease or injury, healthy people should drink no more than 10 standard drinks a week and no more than 4 standard drinks on any one day. The less you drink, the lower your risk of harm from alcohol.

To reduce the risk of injury and other harms to health, children and people under 18 years of age should not drink alcohol.

To prevent harm from alcohol to their unborn child, women who are pregnant or planning a pregnancy should not drink alcohol. For women who are breastfeeding, not drinking alcohol is safest for their baby.

For more detail, read the national guidelines here: https://www.health.gov.au/news/australian-alcohol-guidelines-revised

The following pharmaceuticals have the potential to impair work performance and safety:

• Tranquilisers (e.g., Serepax, Mogadon, and Valium)
• Antipsychotics (e.g., Aripiprazole, Clozapine, Olanzapine)
• Analgesics (e.g., paracetamol, aspirin, opioids)
• Mood stabilisers (e.g., lithium, valproate)
• Statins (e.g., Lipitor, Crestor)
• Stimulants (e.g., Adderall, Ritalin, Dexedrine).

For more information about each drug type and their impact on workplaces please see NCETA’s WorkLife Online Learning Topic: Pharmaceutical Drugs.

For a comprehensive one-stop-shop overview of data on Australian workers’ alcohol & drug use visit NCETA’s National Alcohol and Drug Knowledgebase (NADK). This site identifies relevant, up-to-date, and high-quality data from reliable sources, and uses it to answer specific questions. Each of the sections in NADK includes information about patterns of use & the impact of alcohol & drug use on workplaces.

For the 2023 report ‘Alcohol and Other Drug Use: A focus on Employed Australians Part 1: Prevalence and Consequences’, please see: https://nceta.flinders.edu.au/download_file/1104/1155

For the 2023 report ‘Alcohol and Other Drug Use: A Focus on Employed Australians Part 2: Implications for Workplaces’, please see: https://nceta.flinders.edu.au/download_file/1105/1155

Alcohol and drug use costs Australian industries $9 billion in lost productivity:

• Alcohol alone costs Australian businesses an estimated $8 billion per year in lost productivity & absenteeism.
• Workplace costs (e.g., occupational injury, absenteeism and presenteeism) associated with tobacco, methamphetamine, cannabis and opioid use are $4.9 billion, $289 million, $560 million & $458 million respectively.

Workplace costs associated with the use of select drugs

Sources: Alcohol (Roche et al., 2016); Tobacco (Whetton et al., 2019); Methamphetamine (Whetton et al., 2016); Cannabis (Whetton et al., 2020a); Opioids (Whetton et al., 2020b).

^a Data reported was rounded to closest $000,000.

^b Use of illicit opioids and use of pharmaceuticals not as prescribed.

^c No reliable data source available to quantify.

^d Source only reported on absenteeism costs.

^e This figure may overestimate absenteeism costs as it was calculated by summing reported a) absenteeism due to injury/illness that may be attributed to alcohol use and b) absenteeism due to alcohol use specifically. Consequently, costs in each group may be double counted in the combined value. This is a different methodology to that used in the absenteeism calculations for the other drug categories listed.

References

Roche, A., Pidd, K. and Kostadinov, V. (2016), Alcohol‐ and drug‐related absenteeism: a costly problem. Australian and New Zealand Journal of Public Health, 40: 236-238. doi:10.1111/1753-6405.12414.

Whetton, S., Shanahan, M., Cartwright, K., Duraisingam, V., Ferrante, A., Gray, D., Kaye, S., Kostadinov, V., McKetin, R., Pidd, K., Roche, A., Tait, R.J., Allsop, S., 2016. The Social Costs of Methamphetamine in Australia 2013/14, Tait, R.J., Allsop, S. (Eds.). Perth, WA, National Drug Research Institute, Curtin University.

Whetton, S., Tait, R.J., Scollo, M., Banks, E., Chapman, J., Dey, T., Halim, S.A., Makate, M., McEntee, A., Muhktar, A., Norman, R., Pidd, K., Roche, A., Allsop, S., (2019). Identifying the Social Costs of Tobacco Use to Australia in 2015/16, Tait, R.J., Allsop, S. (Eds.). Perth, Australia, NDRI.

Whetton, S., Tait, R.J., Chrzanowska, A., Donnelly, N., McEntee, A., Mukhtar, A., Zahra, E., Campbell, G., Degenhardt, L., Dey, T., Abdul Halim, S., Hall, W., Makate, M., Norman, R., Peacock, A., Roche, A., Allsop, S. (2020a). Quantifying the Social Costs of Cannabis Use to Australia in 2015/16, Tait, R.J., Allsop, S. (Eds.). Perth, WA, National Drug Research Institute, Curtin University.

Whetton, S., Tait, R.J., Chrzanowska, A., Donnelly, N., McEntee, A., Muhktar, A., Zahra, E., Campbell, G., Degenhardt, L., Dey, T., Abdul Halim, S., Hall, W., Makate, M., Norman, R., Peacock, A., Roche, A., Allsop, S., (2020b). Quantifying the Social Costs of Pharmaceutical Opioid Misuse and Illicit Opioid Use to Australia in 2015/16, Tait, R.J., Allsop, S. (Eds.). ISBN 978-0-6487367-0-7, Perth, WA, National Drug Research Institute, Curtin University.

Yes. Workplace culture, working conditions, availability and individual beliefs shape workers’ alcohol and drug use. This occurs through various means including:

• Workplace alcohol & drug availability e.g., ready access to alcohol and drugs; management / peer expectations to use alcohol & drugs to meet work goals or in social situations
• Working conditions e.g., shift work / long hours, isolated work locations, inadequate supervision
• Workplace culture e.g., permissive attitudes towards alcohol & drug use
• Unclear or lack of workplace alcohol & drug policies
• Low levels of alcohol & drug knowledge & / or policy awareness.

Hence, the workplace can also do a lot to prevent or minimise harmful alcohol & drug use. It’s not just up to workers.

First assess your workplace risks. Address the factors listed in the FAQ: Do workplaces contribute to risk of drug use?

Conduct appropriate alcohol & drug risk management actions by training senior staff / leaders to identify & respond to at-risk workers.

Have regular informal communication with workers about risks & strategies.

Remind workers about your Alcohol & Drug Policy & respective responsibilities.

Regularly review & update your Alcohol & Drug Policy.

Critical alcohol- & drug-related incidents occur when intoxicated workers:

• Become agitated & / or violent
• Have overdosed from alcohol & / or drugs.

It requires a prompt & appropriate response. Dealing with critical incidents should be part of your workplace Alcohol & Drug Policy.

Always follow the safety-first rule for you & others around you. Also:

1. Consider your own safety at all times & let other workers know where you are
2. Keep a safe distance. Give the worker space
3. Ask the worker to speak with you in a quiet, private area. Keep your voice low & controlled
4. Speak calmly, respectfully and clearly. Tell them you’re concerned for their wellbeing & safety
5. Be aware of your body language and maintain the same physical level as the worker e.g., sit if the worker is sitting, stand if they’re standing
6. Apply first aid or arrange medical treatment if the worker is unwell or disorientated. Stay with the worker until transport arrives
7. Maintain the worker’s confidentiality and privacy. Schedule a return to work meeting.

If overdose is involved phone 000, ask for an ambulance & administer first aid until the ambulance arrives. If it is an opioid overdose use Naloxone if available.

COVID-19 has changed many aspects of our lives & has increased the potential for alcohol- & drug-related harm.

Workers may drink more & / or use other drugs to cope with:

• Social isolation / restrictions
• Increased anxiety, negativity & stress.

They may also drink more or use more drugs as a result of the disruption to their usual routine & working in less supervised or monitored environments.

As workplaces re-open & workers return some of the signs to watch out for include:

• Increased risks of accidents or overdose with workers coming to work hungover, or intoxicated
•  Increased aggression / frustration
• Greater anxiety / fear about being infected with COVID-19.

If you or your work colleagues are concerned about the impact of COVID-19 on alcohol & drug use, it’s important to get professional advice & help as soon as possible.

For more information about accessing Mental Health & Drug & Alcohol Services see the SA Health website.

Common indicators of alcohol & drug impairment include:

1. Physical problems e.g., blurred vision, headaches, clumsiness, slow reflexes, reduced coordination.
2. Mental / cognitive problems e.g., anxiety, confusion, poor concentration / memory, depression.
3. Behavioural / social problems e.g., avoiding work duties, frequent lateness / absences, reduced work performance.

Do not assume that alcohol & drugs are involved as other physical or mental health conditions can involve similar behaviour / presentations.

1. Have regular informal, open and non-judgemental conversations about alcohol and drug use
2. Assess whether the worker or anyone else is in immediate danger
3. Ask the worker “Are you OK?”
4. Give them information on where to get appropriate help, e.g., general practitioner, Employee Assistance Program, mental health services & alcohol & drug specialist services for more severe problems.

The following brief video contains information about what causes and how to avoid a stimulant overdose. While we are not encouraging drug use, the tips in this video may help prevent a stimulant overdose.

https://youtu.be/ARhPe7KRrV4

If someone in your workplace is experiencing an overdose call 000 immediately and ask for an ambulance.

Suggest they speak to:

• An Employee Assistance Program counsellor
• Their local doctor / health centre
• A help line (via a phone or online)
• An alcohol and drug service

Check out NCETA’s WorkLife Poster: Getting Help – Alcohol & Drug Services for more information about available alcohol and drug services.

Meet with them to discuss:

• How they are feeling
• Any challenges or barriers preventing them from working
• Workplace adjustments required to support their return to work
• Whether it is okay to speak with their medical and / or other professional about the matter.

See NCETA’s WorkLife Fact Sheet: Getting help and returning to work for more information.

If you think a worker is intoxicated:

1. Do Not try to diagnose the problem
2. Do Not approach them if they’re hostile, threatening self-harm or to harm others, and / or have a weapon
3. Adopt a safety-first perspective
4. Use the following 10 Principles for Responding to Intoxicated Workers to ensure your safety & wellbeing & that of other workers.

Alcohol & drug policies are the foundation of any response to workplace alcohol & drug issues.

Alcohol & drug policies:

• Target factors that contribute to workers’ alcohol & drug use
• Minimise alcohol- & drug-related risk
• Enhance workers’ safety & wellbeing.

The benefits of developing & implementing a workplace alcohol & drug policy include:

1. Improving work workplace health, safety & productivity by setting organisational expectations for all workers
2. Reducing turnover, time off work & accidents & injuries.

Provides a set of guidelines & strategies which aim to:

• Comprehensively deal with alcohol & drug issues
• Prevent hazardous & harmful alcohol & drug use
• Manage risks to workplace health, safety, wellbeing & productivity.

A good policy should be developed in consultation with workers following a needs / risk assessment.

It will:

1. Demonstrate reasonable steps are being taken to prevent risk
2. Be comprehensive & have universal application to all workers
3. Clarify expectations, roles & responsibilities about safe workplace practices
4. Increase knowledge & skills about responding to alcohol- & drug-related incidents e.g., through awareness raising & education & training activities
5. Promote inclusive, positive & healthy workplace cultures & environments
6. Encourage workers to seek help if they experience alcohol- & / or drug-related problems
7. Be regularly reviewed & updated.

There are 4 overlapping stages:

Stage 1: Preparation

Stage 2: Design & draft

Stage 3: Implementation

Stage 4: Evaluation.

See NCETA’s WorkLife Fact Sheet: Workplace alcohol and drug policies and Online Learning Topic: Alcohol and Drug Policies for more information.

You can adapt the policy template produced by NCETA to help you develop your own workplace alcohol & drug policy.

Yes!

Analyses conducted by NCETA found that:

1. Basic workplace policies addressing use & providing assistance reduce high risk drinking
2. More comprehensive policies (e.g., a policy on use + alcohol / drug testing + information / education / assistance) are more likely to reduce drug use.

For more information about these findings see the following NCETA paper:

Do workplace policies work? An examination of the relationship between alcohol and other drug policies and workers’ substance use.

Responsible Alcohol Service.Many workplaces hold social functions to celebrate organisational achievements, reward workers, & build teams.

In doing so, it’s important to have Responsible Alcohol Service Guidelines to reduce alcohol- & drug-related risk.

For more information about to develop alcohol service guidelines (including sample guidelines) see NCETA’s WorkLife How-to-Guide: Responsible Alcohol Service.

Laws involving alcohol and drugs broadly cover: the employment of staff; worker safety & wellbeing; client or customer safety. Safety sensitive industries (e.g., aviation, construction, mining & transport) have specific laws restricting workers’ alcohol & drug use.

Employers are legally obliged to protect the health & safety of workers by managing workplace risks.

Workers:

1. Must take reasonable care of their own & others’ health & safety
2. Follow reasonable instructions & policies to reduce alcohol- & drug-related harm.

See NCETA’s WorkLife Fact Sheet: Legal Issues for more information.

A worker’s physical sample (e.g., breath, urine, hair, saliva, blood) is analysed for alcohol or drug metabolic by-products to detect previous alcohol & / or drug use.

Alcohol tests identify impairment.

Drug tests can only show previous use, not impairment.

There is limited evidence that workplace alcohol and drug testing:

1. Improves workers’ safety or reduces workplace risk
2. Is cost-effective
3. Enhances workplace morale.

Workplace testing programs can, however, promote workers’:

1. Knowledge about alcohol & drug risks
2. Compliance with workplace safety standards
3. Access to alcohol & drug support services.

Consider your workplace risk factors & your broader alcohol & drug policy when developing an alcohol & / or drug testing program.

All alcohol & drug testing programs must comply with Australian Standards & require a 2 step process:

1. Screening – sample collected & screened using a ‘point of collection’ device
2. Confirmation – for drugs a laboratory assessment is required to confirm the initial screen & for alcohol a 2^nd breathalyser test needs to be given at least 20 minutes after the initial positive result.

See NCETA’s WorkLife How-To-Guide: Workplace Alcohol and Drug Testing for more information.

Alcohol & drug testing programs should only be implemented:

• If a critical safety need has been identified – See NCETA’s WorkLife How-To-Guide: Assessing Workplace Alcohol and Drug Risk for more information.
• After you have consulted workers about:
  • your broader alcohol & drug policy
  • the selected testing method & approach.
• As part of a comprehensive workplace alcohol and drug policy – See NCETA’s WorkLife Fact Sheet: Workplace Alcohol and Drug Policies for more information.
• In compliance with industry-specific legislative requirements (e.g., Drug and Alcohol Management Plans (DAMPs) required in mining, rail, road transport, and construction) – See NCETA’s WorkLife Fact Sheet: Legal Issues for more information.

Following good practice processes will reduce workplace conflict and potential legal challenges.

Good practice includes:

1. Ensuring workers are provided with procedural fairness, natural justice & right of appeal.
2. Comprehensively describing the testing method, approach, process & protocols e.g. information about:
   1. Who is being tested
   2. When testing will occur
   3. Cut-off limits & appropriate Australian Standards
   4. Reporting, confidentiality & disciplinary processes
   5. Maintenance of testing equipment.

See NCETA’s WorkLife How-To-Guide Workplace Alcohol and Drug Testing for more information.