There is a growing awareness amongst employers that the misuse of alcohol and drugs at work can be a very serious hazard to users as well as their colleagues.

As UK government ministers consider a zero tolerance policy towards motorists who take drugs and drive, there is a growing awareness amongst employers that the misuse of alcohol and drugs at work can be a very serious hazard to users as well as their colleagues. As a result, more and more organisations are implementing a drugs and alcohol policy to guard against the consequences of misuse, but what defines misuse? Grendonstar, consultants specialising in the provision of drugs and alcohol misuse policies, has helped many blue chip companies to create a safer working environment whilst reducing the costs to their business that result from substance misuse.

In essence, Grendonstar defines misuse as the inability to carry out a job safely and accurately.

'Whether driving a fork lift, a delivery van or a company car,' explained Simon Truelove, consultant at Grendonstar.

'Employees can still be under the influence of alcohol the morning after a 'heavy' night before and their judgement and skills may be impaired.

Equally, someone who took drugs at the weekend could find that their reactions were a little slower on Monday morning or, perhaps, that they did not feel well enough to go to work at all.

In terms of their working life, their inability to carry out their job safely, if at all, could be the result of the use of illegal substances or, in the case of alcohol, overindulgence.' These thoughts are echoed on the NHS Plus website which states that the Advisory Council on the Misuse of Drugs defines substance misuse as 'a condition which may cause an individual to experience social, psychological, physical or legal problems related to intoxication and / or regular excessive consumption, and / or dependence, as a consequence of their use of drugs or other chemical substances'.

In addition to their duty of care as employers, companies are recognising that misuse of these substances can lead to accidents as well as absence from work.

The statistics speak for themselves in that a regular drug user or alcohol misuser is 3.6 times more likely to be involved in an accident at work.

They are also three times more likely to have sick leave, five times more likely to claim compensation, can be 33% less productive and 10 times more likely to be late.

To help combat these effects, more and more organisations are now introducing welfare based substance misuse policies as part of an ongoing health and safety initiative.

Policies of this kind should be designed to combine staff welfare and employee welfare issues with the need to meet current health and safety legislation.

They should be positive in their approach and both educate and motivate staff whilst providing invaluable assistance to management.

The safety of all employees is obviously paramount and it is essential that employers exercise their duty of care.

The introduction of a policy to protect against misuse of alcohol and drugs in the workplace may well be the answer, but employers must be very careful.

Unless such a policy is introduced correctly, they may also fall foul of complex data protection legislation and the Human Rights Act.

As independent consultants with a successful track record in providing a total solution, Grendonstar advises a total solution, step-by-step process.

This should include assessment of the risks associated with drug and alcohol misuse within the business and an evaluation of current resources, culture and attitudes.

Following consultation at all levels, a corporate policy should then be developed and publicised.

As part of the process, a programme of awareness and training should be created for all employees, and all those with problems be encouraged to seek help.

Management training should be provided and, once implemented, the policy should be monitored and procedures amended on an ongoing basis.

Truelove explained, 'We help organisations to implement workable policies with everyone's full knowledge and cooperation.

If an employee has a problem, we work with them to help overcome it.

When handled positively and correctly, all employees recognise the benefits that such a policy can bring, not just to themselves but to their colleagues and the company as a whole.

As a result, far from being a frightening, overwhelming and negative experience, the policy can help provide a positive solution to a growing problem.' By adopting such a straightforward, easily implemented policy, a company can be sure that it not only addresses health, safety and legal issues in as positive a manner as possible but it will have access to information and assistance should it have cause for concern.

Of equal importance, it will also ensure that management is armed with the tools to confidently apply the policy fairly and consistently whilst retaining maximum emphasis on health and safety.