PREVENTING workplace impairment Workplace impairment encompasses drug and alcohol use, noise, fatigue, stress and many other physical and mental factors—and increases the chances of a serious workplace incident. So, what can employers do to mitigate risks? AUTHOR: KERRIE MORGAN It’s every employer’s worst nightmare: a workplace incident as the result of employee impairment. Plumbing is an industry that relies on its tradespeople to be switched on, physically agile and able to work long, dedicated hours—so, it’s important that employers and staff understand what workplace impairment is and how to help prevent potential incidents.
What is workplace impairment? Impairment can be caused by a number of factors—the most obvious being drug and alcohol use on the worksite, or outside of work hours. WorkSafe lists the following as other causes of impairment: fatigue, distractions, noise, health conditions and stress. Whatever the cause, employee impairment can be detrimental to the employee-employer relationship, and
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to the health and wellbeing of all staff. It affects decision making, risk taking, communication, relationships and general wellbeing. In fact, impairment in the workplace can cause serious incidents which may injure or even be fatal.
Company protocols and support The only way to step in and stop physical or mental impairment as it is happening is for everyone in the team to recognise the signs and understand the company protocols around reporting and supporting that person. Company policies around drugs and alcohol, risk management and wellbeing should be crystal clear and employees should feel they can speak to their line manager, another company manager, or an HR person should they be suffering in any way that might impair their work.
Drug and alcohol impairment The 2020 cannabis referendum prompted many employers to voice concerns around what would happen in their places of work should the drug become legalised. By law, employees and employers both have a duty to ensure their workplace is safe. This includes protecting employees from dangerous behaviour as a result of drug use, whether that drug is legal or not. Your company should have clear expectations and policies around drug and alcohol use, which every employee should be aware of and understand before commencing work. This policy should include what the consequences will be if someone turns up to a job site impaired by alcohol or drugs. If you have reason to believe that an employee is using recreational drugs
