Substance abuse is a significant but often underestimated problem at workplaces. In Finland, alcohol is the most common individual substance that causes harm to both individuals and organisations. In 2022, the total cost stemming from the use of alcohol was EUR 1.4 billion, of which EUR 500 million was borne by employers. Alcohol-related costs arise from sickness absences, accidents at work, incapacity for work, and productivity losses, i.e. consequences the cause of which is often not immediately identified.
Drug abuse has also increased among the working-age population. It is particularly common among 25–34-year-olds, and around nine per cent of all adults have used drugs in the past year. These figures show that prevention and clear operating models are an essential part of ensuring well-being at work.
What is a substance abuse programme and why should it be kept up to date?
A substance abuse programme is a plan that provides the guidelines for the prevention of substance abuse, early detection of related problems and intervention at the workplace. The programme defines the roles of the employer, supervisors and employees as well as the practices for testing, referral for treatment, and supporting the individual concerned, for example.
An up-to-date substance abuse programme also takes into account the evolving nature of working life, such as remote work and legal reforms. By updating its programme, the employer can make sure that its statutory obligations are fulfilled and establish a safe, just, and preventive working culture.
Benefits for the company and its personnel
A clear substance abuse programme reduces the number of sickness absences, increases occupational safety, and supports productivity. It improves the working atmosphere and builds trust within the community when the practices and procedures are clear to everyone. For employees, the substance abuse programme offers low-threshold support without the risk of stigmatisation and reinforces the sense of fairness and security.
Referral for treatment – a clear and responsible approach
At Pihlajalinna Occupational Health, the approach to referring individuals for treatment is based on cooperation between the employer and occupational health. This approach includes guidelines for drafting a commitment to treatment and implementing work ability assessments and remote services, such as brief therapy. A commitment to treatment can be prepared, for example, in a situation where the employer’s record has an event indicating substance abuse or recurring absences from work.
It is important to keep the concepts of referral for treatment and a commitment to treatment separate, as the latter is often called “referral for treatment” in spoken language. The general referral for treatment is voluntary, whereas the commitment to treatment is a legally binding procedure.
A commitment to treatment is typically chosen as a solution when there has been a concrete substance-related incident at the workplace. Due to confidentiality, occupational health is not authorised to suggest a commitment to treatment, but the employee concerned or the employer must propose it directly themselves.
Would you like an up-to-date substance abuse programme?
Here at Pihlajalinna, we are happy to customise you a substance abuse programme that meets your company’s needs. We can also organise substance abuse training for supervisors and help them identify and prevent substance-related harm at the workplace. Please contact your occupational health team for more information.
The expert for this article was Henri Karvinen, Medical Expert, Pihlajalinna.