Your wellbeing initiatives at the individual level will likely focus on raising awareness, promoting healthy behaviours and/or building skills in this wellbeing area.
1. Raise awareness of alcohol and drugs and identify lines of support
Strengthen your community by linking employees with local resources and even consider aligning with community organisations as part of a Corporate Social Responsibility policy.
Also see our Community Links to connect with an organisation that specialises in alcohol and drugs and subscribe to their newsletters to keep abreast of the latest news and events in this wellbeing space.
They may be able to offer supports, services or partnership in:
- Workshops or lunchtime information sessions. These can be educational in nature to help employees understand the harm that alcohol and drugs can have on the mind and body, particularly when operating machinery or during pregnancy. Instead of once-off sessions, include a long-term plan for these sessions and remember to enable employees to avail of these sessions by making reasonable schedule or workload accommodations.
- Resources to promote a better understanding of the effects of drugs and the benefits of cutting down or quitting alcohol. These can include posters, infographics, videos, or write-ups in company newsletters etc.
- Participating in awareness days. The EU’s Alcohol Awareness week is in November, international Foetal Alcohol Spectrum Disorder (FASD) is the 9th of September, and Recovery Month takes place every September, which aims to promote awareness and understanding around substance misuse. You can support local organisations that specialise in Alcohol and Drugs and honour the days in various ways while promoting your activities in a company newsletter or on your social media. Remember though that alcohol and drug awareness is important all year ‘round!
2. Appropriate level of support
It is important to remember that every employee is at a different stage of their wellbeing journey in this area. There are employees who are unaware of the implications of Alcohol and Drugs and employees who may be at-risk for or currently experiencing substance misuse.
It is important to tailor supports accordingly, signpost to appropriate resources or link with appropriate department(s) in the workplace (HR, Occupational Health Nurse, insurance-provider etc.)
Also see our Community Links to connect with an organisation that specialises in Alcohol and Drugs who may be able to offer supports, services or partnership in:
- Managing risks for substance misuse workshops or lunchtime sessions. These can be skills-building in nature. Instead of once-off sessions, include a long-term plan for these sessions and remember to enable employees to avail of these sessions by making reasonable schedule or workload accommodations.
- Resources to promote ways for staff to manage their alcohol use. These can include posters, infographics, videos, or write-ups in company newsletters etc. that include practical tips on how to decide if their drinking habits are harmful and advice on how to lower their intake or lower their risk of harm when engaging in moderate drinking.
- Ensure inclusion. Don’t forget to make accommodations for remote-working employees and those who work off-site or travel as they will not be able to see on-site posters and are somewhat isolated from formal and informal conversations. It’s easy for these employees to feel disconnected so special considerations should be made.
- Other advice. Know your legal obligations and recommended supports for employees who are experiencing substance misuse.
- Integrating holistic wellbeing. See how you can integrate other wellbeing areas such as Mental Health as alcohol and drugs are in many cases used as a way to cope with stress or workplace incivility.