Good practice guidance on managing alcohol misuse in the workplace

•Community Safety Partnerships (CSPs) should work with their local employer organisations to ensure that they have alcohol policies consistent with the principles and models proposed in this guidance. The workplace will often be the environment where an individual’s alcohol problem is first recognised and should be acknowledged as such in CSP action planning. • Workplace alcohol policies can provide a framework for managing all alcohol related issues and should be seen as being central to the principles of a responsible, supportive and caring organisation. It is important, however, that the alcohol policy links in with other relevant human resources and health and safety policies. • The proactive involvement of employees through their trade unions or representative groups; a commitment to joint negotiation; an understanding by employees that alcohol misuse issues will be dealt with sympathetically and in confidence; and systems for referring drinkers to counselling/ treatment are the essential elements of an effective workplace policy. • There is strong evidence that worksite interventions, including core components of employee assistance programmes, are effective in rehabilitating employees with alcohol problems. • Worksite training on alcohol can also affect the attitudes of supervisors and employees. Work based training programmes that focus on employees’ alcohol problems and possible interventions are likely to be effective. • Workplace interventions that are broadly based on the model of employee assistance programmes should be supported. Programmes that offer employee assistance as a core component report a high degree of success. • Training and interventions modelled on employee assistance programmes should be seen as complementary and not substitutes for each other.

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