Why Have a Policy? and Facts & Figures from ScreenSafe UK

Drugs In The UK | Frequently Asked Questions | Facts and Fiqures

Alcohol

•	MORI poll found that 78% of people worried about alcohol related problems
•	Cabinet’s office reported that Alcohol fuelled: - 1 million fights per year - 19,000 sexual assaults - 360,000 cases of domestic violence
•	1 in 25 people in the UK are dependant on alcohol
•	15% of drink drive convictions are ‘morning after’
•	A survey by Alcohol Concern and the TUC suggests that one in four accidents are caused and around 40 million working hours lost through alcohol misuse
•	A research document published by the Health Education Authority showed that 90% of the Personnel Directors of large UK organizations surveyed considered that alcohol consumption was a problem for their organization

Binge Drinking

•	Binge drinking is defined as drinking 8 or more units (for men) and 6 or more units (for women) in any one session
•	To avoid health risks associated with the drug Alcohol, the Dept. of Health defines moderate drinking as 2 units per day (for women) and 3 units per day (for men)
•	In 2003 - binge drinking accounted for 40% of all drinking among men and 22% by women in the UK – these figures are rising
•	In 2003 - 5.9 million people drank more than twice the recommended daily guidelines on some occasion – these figures are also rising.
•	Extreme binge drinking seems to be socially accepted behaviour

Drugs in the UK

•	The UK now officially has the worst drug problem in Europe
•	We have more teenage cannabis users than Holland
•	There are over 4 million cannabis users in the UK and rising
•	The government have now reclassified cannabis to a class B drug due to recent scientific proof that cannabis causes far reaching mental and physical health problems
•	The average age of first drug use is 13
•	The incidence of drug use in young people has doubled since the 1990’s
•	49% of 17-19 year olds admitted to using illegal drugs
•	Over 2 million "E’s" are taken every week in the UK alone
•	The "ecstasy" generation are now our employees
•	The role of the traditional "drug pusher" has changed to that of a "dealer" – demand outweighs supply
•	There are now "dial-a-gram" cocaine telephone delivery services freely available in most of the UK’s largest cities
•	Drugs are now bought/sold over the internet
•	A line of cocaine is cheaper than a cup of espresso and is commonly used in a similar way to caffeine
•	Cocaine use – now an accepted middle class culture?
•	The average heroin addict spends £24,000 pa feeding their habit
•	The drug addict profile has drastically changed
•	There are 40,000 registered heroin addicts in the UK, but up to as many as 240,000 regular users
•	The UK is now the heroin capital of Europe
•	25% of registered drug addicts are in full time employment
•	The IPD’s recent findings indicate that up to 21% of the workforce may be using drugs
•	1 in 50 people in the UK are addicted to drugs
•	Of the illicit drug users interviewed by the IPD, aged 18 or older in 2002, 74.6 percent were employed either full or part time
•	Non/Prescription Drugs (Pain killers / Analgesics; Cough medicines and formulas; Sleeping tablets; Anti-depressants; Anti-inflammatory / Muscle relaxants; Heroin "substitutes" [Methadone, Subutex etc]) are also regularly abused in the UK and can seriously effect performance

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Law

•	It is an offence for employees to carry out, and for employers to allow employees to carry out, safety critical work while under the influence of drugs or alcohol (Transport & Works Act 1992 section 27)
•	The Employer have a defence to prosecution if they can show ‘due diligence’ to prevent an employee committing an offence (Transport & Works Act 1992 section 28)
•	To ‘fail’ a test includes refusal to take it (Transport & Works Act 1992 section 38)
•	Transport & Works Act 1992 prescribes limits for alcohol to be same as Road Traffic Act
•	HSE guidance: ‘due diligence’ requirement can be satisfied by a robust drugs and alcohol policy, including education and training, support for those seeking rehabilitation, screening procedures (pre-employment and for-cause)
•	If the employer shows due diligence, then the employee could be guilty of an offence
•	Employers have a general duty under the Health And Safety At Work Act to ensure the health, safety and welfare at work of their employees
•	Employers also have a duty under the Management of Health and Safety at Work Regulations to assess the risks to the health and safety of employees
•	If the employer knowingly allows an employee under the influence of drugs to continue working and his/her behaviour places himself/herself or other employees at risk, then the employer could be prosecuted
•	Employers also have a duty to third parties under Section 3(1) of the Health and Safety at Work Act. This states that employers must conduct their employees in a way which ensures, so far as is reasonably practicable, that people who are affected by the operation of those employees are not exposed to health and safety risks
•	There is a potential criminal liability for all employers who knowingly allow or at the very least tolerate, the use of controlled drugs on company premises under the Misuse of Drugs Act, 1971

Cost of Abuse

•	Alcohol is estimated to cause up to 5% of all absences from work
•	Up to 14 million working days lost each year through alcohol misuse alone
•	Drugs and Alcohol are estimated to be a contributory factor in 25% of all workplace accidents
•	Alcohol implicated in 60% of UK workplace fatalities
•	Substance misuse can result in reduced company performance and decline in profitability
•	Reduction in internal morale and customer confidence
•	It has been calculated that a substance abuser costs their employer over £8000 pa
•	Lower risk - better insurance premiums or cover availability

Against Human Rights ....?

•	In a recent Guardian survey, 76% of employees interviewed, said that they would prefer to work for an employer who maintained a robust Drugs and Alcohol policy
•	Case law has decreed that an individuals rights can be superseded where the safety of others is an issue, therefore the privilege of individual rights ends where public peril begins (Lord Donaldson 1992)

Ask Yourself ....

•	How many organisations are you aware of that pro-actively manage out Drugs & Alcohol abuse?
•	What elements of their policy are most effective in the management of Drugs & Alcohol abuse?
•	What parts of your organisation do you consider to be affected by Drugs & Alcohol abuse?
•	Do you think your organisation could function better if you introduced or took your Drugs & Alcohol policy to the next level?

In Conclusion

•	With the wealth of statistics indicating drugs is a problem in our society, it seems illogical and costly for employers to think that drug and alcohol abuse stops at the employer's gates
•	A policy should be introduced and it should be embraced and implemented by the employer
•	The policy should clearly indicate to employees the employer's stance on drugs and alcohol abuse in the workplace and to be effective, such policies should include an element of screening (Pre-employment, Un-announced & For-cause), training and education

How much is this ever increasing epidemic costing your organisation? Act now, before it’s too late! In the first instance contact ScreenSafe UK Ltd by phone on 08450 505590 or by email at enquiries@screensafeuk.co.uk to arrange an unbiased and professional discussion on the benefits, to both the employer and the employee, of introducing and maintaining a robust Drugs and Alcohol policy.

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Frequently Asked Questions

1.	What are the benefits of introducing a drug and alcohol policy and testing? It is a proven, low-cost strategy, which identifies those needing help, reduces demand, cuts down on accidents and sickness leave, reduces compensation claims, improves attendance and increases productivity. "Drug abuse makes the user 33% less productive, 3 times as likely to be late, four times as likely to hurt others at work or themselves, five times as likely to sue for compensation and ten times as likely to miss work."
2.	I have no means of implementing a drug and alcohol policy This is a common statement from many health and safety and personnel professionals in Industry. The health and safety policies exist and people are aware of the need to be responsible for themselves and their colleagues, but little if any, attention is drawn to the very real hazards of drink and drug related work accidents. Historically no action is taken to secure the work place against habitual users. "11% of all injuries sustained in the workplace, are attributed to alcohol and/or drug misuse"
3.	I know most of the people who work here, there are no drug or alcohol abusers in this workforce This is another common statement, but if the police suspect that one in five road accidents are caused by drug related problems and one in seven deaths on the road involve drivers who are over the legal drink drive limit, can there really be no abusers in your workforce? "43% of people surveyed in the 1994 crime survey were reported to have consumed an illegal substance in their lives (14% within the last month)."
4.	We can't implement a drug and alcohol policy because of the Union Wrong, the Trade Unions strongly back a responsible drug and alcohol policy. With the emphasis on education and rehabilitation, you will enhance the employee/employer relationship. "The TUC, along with the Institute of Personnel and Development, Institute Of Directors, HSE and the Police, have all recently endorsed a national initiative for business and industry, to acknowledge the problem of substance abuse in the workplace and to develop policies based on welfare principles"
5.	Our health and safety policy does not really cover drink and drug related issues, most companies don't bother as it is very difficult to know what to include and how to administer it correctly Simple, with our extensive experience in this field, we can write a bespoke policy for you in a matter of weeks and provide a comprehensive implementation, training and educational package. "In the United States up to 90% of companies regularly use pre-employment, for cause and random substance testing, whilst the British government has started encouraging drug and alcohol testing by British employers."
6.	We don't have a doctor or nurse on site and these tests are complicated so will they stand up in a tribunal/court? Our own fully trained and competent collection officers can be provided either pre-arranged or on 24 hour call out. We can even train your own staff in the collection processes and Chain of Custody. All products we use or sell are CE approved and many are also Home Office approved. All our ISO 9001 processes are legally defensible and we have never been successfully challenged in court or tribunal. "Point of Care screening products meet Home Office standards, whilst scientific analysis of urine samples, are conducted by our UKAS accredited laboratory."
7.	I recognise the need for testing but it is an expensive process. Wrong! The tests are inexpensive and most companies who adopt a policy benefit from greater productivity and fewer costly incidents. "£3 Billion per year, is the estimated cost to British industry from drug and alcohol related problems."
	A DRUG AND ALCOHOL FREE WORKPLACE CAN NO LONGER BE TAKEN FOR GRANTED!

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Facts & Figures

1.	Studies prove that employees under the influence of drugs or alcohol are four times more likely to have an accident at work than their colleagues.
2.	The use of excess alcohol or illicit drugs can seriously affect an individual’s performance at work, causing reduced reaction times, impaired perception and poor decision-making.
3.	It is the duty of a responsible employer to ensure the safety of their staff at all times - including protecting staff from the mistakes of co-workers under the influence of drugs or alcohol. This is implicit in the Health and Safety at Work Act and other workplace legislation.
4.	Recreational abuse of both alcohol and illicit substances has no social, economic or age boundaries whatsoever.
5.	Research shows that the rate of drug abuse is increasing among both the unemployed and employment sectors.
6.	Most drug users are employed. Of the illicit drug users aged 18 or older in 2002, 74.6 percent were employed either full or part time.
7.	All employers and managers should be aware of the problem of drugs and alcohol in the workplace - the effect on individual employees and the potential costs for employers, associated with absenteeism, poor performance and company image.
8.	Employers need to be aware of the employment law implications of employees taking drugs and their responsibilities when trying to determine if there is a drugs related problem.
9.	Scotland Against Drugs, a government-funded campaign, carried out a survey which revealed that more than half of 16 year olds had experimented with illegal substances. This age group is the workforce of tomorrow.
10.	US National Institute for Drug Abuse research has shown employees on drugs are – (i) only two-thirds as productive; (ii) 2-3 times more likely to be absent for 8 days or more; (iii) nearly 4 times more likely to be involved in an accident in the workplace; (iv) more likely to make claims against their employers and insurers.
11.	A survey by Alcohol Concern and the TUC suggests that one in four accidents are caused and around 40 million working hours lost through alcohol misuse.
12.	The IPD’s recent findings indicate that up to 21% of the workforce may be using drugs.
13.	Government figures have indicated that 12% of UK drivers killed in road accidents have traces of cannabis in their bloodstream.
14.	The RAC have quoted that those who smoke cannabis, then drive, represent a greater danger than drunk drivers.
15.	A research document published by the Health Education Authority showed that 90% of the 123 Personnel Directors of large UK organisations surveyed considered that alcohol consumption was a problem for their organisation.
16.	Alcohol and illicit drugs through their effects on health, safety, work performance and absenteeism can jeopardise productivity, deny businesses the leading edge and curtail competitiveness.
17.	Effectively implemented drugs and alcohol policies will help employers in their legal duty to safeguard the health, safety and welfare of their employees and may, in some instances, influence the scale of insurance premiums and the availability of cover.
18.	Effectively implemented drugs and alcohol policies also have a role in reducing health and safety risks to the public. Many employers already recognise the benefits of effectively implemented drug and alcohol policies. A sense of duty to help their fellow man, the legal imperative and the potential for enhanced competitiveness and productivity are the key motivators.
19.	Alcohol is absorbed into your bloodstream within a few minutes of being drunk and carried to all parts of your body including the brain.
20.	The concentration of alcohol in the body, known as the ‘blood alcohol concentration’, depends on many factors, but principally, how much you have drunk, how long you have been drinking, whether you have eaten, and your size and weight. It is difficult to know exactly how much alcohol is in your bloodstream or what effect it may have.
21.	It takes a healthy liver about 1 hour to break down and remove 1 unit of alcohol. A unit is equivalent to 8 gm or 10 ml (1 cl) of pure alcohol.
22.	If someone drinks 2 pints of ordinary strength beer at lunchtime or half a bottle of wine (i.e. 4 units), they will still have alcohol in their bloodstream 3 hours later. Similarly, if someone drinks heavily in the evening they may still be over the legal drink drive limit the following morning.
23.	Black coffee, cold showers and fresh air will not sober someone up. Only time can remove alcohol from the bloodstream.

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