WELCOME

Drug and alcohol misuse can have a serious negative impact on the
people, performance and productivity of an organisation. Substance misuse
often impairs individual’s judgement and abilities. This can make it difficult
to cope and carry out tasks in all areas of life – and work is no exception.

In a competitive environment, retaining a healthy and effective workforce

is paramount for employers. Protecting one’s employees and business from
harm can help ensure sustained quality of work, commitment and output.
To this end, the successful management of substance misuse in the workplace
is now a key issue for HR and Occupational Health Professionals in the UK.

In any organisation, there may be someone whose life is affected by

substance misuse in some way, and who may subsequently be unable to
do his or her job effectively. For employers in safety-critical industries (such as
transport and manufacturing) this can be a major problem, posing a threat
to the health and wellbeing of everyone around them. There is also the
social and economic cost of drug and alcohol misuse which, in terms of
absenteeism, sickness and crime, is estimated to be in excess of £20 million.1

IN THIS ISSUE
This FRANK Action Update supports the Substance Misuse and the workplace: A business tool for employers
produced by the Home Office, and aims to help you address the problem of substance misuse at work.
Containing information, facts and statistics, it shows you some of the signs of misuse, suggests ideas
for action and partnership, and discusses the need for robust workplace policies on drugs and alcohol.
FRANK stakeholders will probably be familiar with some of the material contained in this pack. However,
you may find some useful background information on workplace issues, and ideas on how to offer support
to employers in your area.

CONTENTS:
FRANK IN ACTION Feedback from the public and local networks about the FRANK campaign 2
VITAL STATISTICS Statistics, trends and insights into drugs and alcohol in the workplace 3
MOVERS AND SHAKERS Snapshots of positive practice 11
IDEAS FOR ACTION Ideas and inspiration for workplace initiatives 15
CHECKLIST FOR ACTION 19
USEFUL RESOURCES Useful contacts, publications, resources and websites 20

LOOSE SHEETS:
FRANK ACTIVITIES FRANK Talk
FRANK Crossword
The Knowledge Quiz
FRANK TIPS To Test or Not to Test?
MORE FRANK Order your FRANK resources
TELL FRANK Tell us about your FRANK activities and plans

The core audiences for this Update are employers, their employees andFRANK Action
local Update
drug and– FRANK at work
alcohol
partnerships. FRANK Action Update – Understanding Crack Cocaine 1
 FRANK IN ACTION VITAL STATISTICS
The FRANK campaign aims to be the no-nonsense source of information and
advice on drugs and their effects for young people. Since May 2003, 4,700 THE TOPLINE
people have registered with the campaign and there have been over 1.5 million
visits to talktofrank.com. The free helpline has received more than 400,000 calls WHAT ARE DRUGS?
and responded to over 30,000 emails. The campaign now has access to 1,969
referral organisations on the drug services database. The social and economic cost of drug misuse is estimated to be in excess
of £20 billion. £6.4 billion of this cost is borne by industry.2
For news on how FRANK is progressing, and details of future plans, make sure you register at www.drugs.gov.uk/campaign

But, what is meant by the term ‘drugs’? There are distinctions to be made
FRANK FEEDBACK between legal and illegal drugs, differing levels of classification and harm,
not to mention issues of use and misuse. Simply lumping all drugs and drug
use together can lead to stereotyping and wrongful assessment of people’s
The [FRANK] campaign makes it very Whether we like it or not, drugs, and the
easy for us to pass out the information associated problems they cause, are problems and needs. Knowing the facts about drugs and drug use can
to a wide variety of different groups part of modern day life. In addition to help inform a more effective workplace policy that ensures protection
because they do the thinking about an established drugs and alcohol policy, and support for both employers and employees.
who needs what. Woolworths is committed to working
Comment from a local drugs worker on the campaign with FRANK to provide help and advice
materials to our employees and customers. LEGAL DRUGS
Daniel Hinsworth Corporate Affairs Manager Woolworths
Broadly speaking,‘drugs’ refers to any Class A includes: ecstasy, cocaine, crack
substance that affects how we think or feel. cocaine, heroin, LSD, mescaline, methadone,
FRANK THANKS This includes legal substances such as alcohol, morphine, opium and injectable forms of
tobacco, and caffeine. It also includes a myriad Class B drugs.
FRANK wants to thank Marks & Spencer & FRANK wants to thank West Sussex DAAT who of prescription medicines that are intended to Maximum penalties for possession:
Kent DAT who have developed a local working have developed a free online training course to help improve people’s health and make them feel seven years and/or a fine.
partnership following concerns that substance misuse local businesses tackle drugs and alcohol in better. These can range from simple painkillers Maximum penalties for supply:
was a significant contributor to M&S stock losses the workplace and to implement their workplace through to anabolic steroids and tranquillisers. life imprisonment and/or a fine.
through shoplifting. Together, Kent DAT and Marks policy. More than 120 people have logged onto their
& Spencer successfully bid for between £2 and £3 website to use the training package since its launch However, legal drugs also carry risks of
million of public-sector funding, allowing Marks & in January 2004. For further details, see the Movers dependency and damage, and can be Class B includes: oral preparations
Spencer to set up a drugs referral programme for and Shakers section on pages 14-15 of this Update. ‘misused’ in the same way that illegal drugs of amphetamines, barbiturates, codeine
20 months at the Bluewater shopping centre. can. Certain ‘legal’ drugs, such as temazepam and methaqualone (mandrax).
or flunitrazepam, are ‘illegal’ without a Maximum penalties for possession:
FRANK would like to thank Woolworths for their promotion of FRANK to their staff and customers. prescription, while others can carry Class C seven years and/or a fine.
FRANK credit cards are currently available in 20 of their stores that experience a high rate of drug-related penalties for supply. Maximum penalties for supply:
crime. Woolworths see the benefit of informing their customers that help is around should they need it for 14 years imprisonment and/or a fine.
themselves or a family member. Hundreds of cards have been distributed which is helping to get FRANK
'out there' in communities where drugs are impacting upon them. FRANK will also feature in an up-coming ILLEGAL DRUGS
staff magazine with a circulation of 35,000. The helpline item will list organisations that offer help and advice In the UK, The Misuse of Drugs Act 1971 is the Class C includes: cannabis, most
on a range of issues that can affect staff and their family. principle piece of legislation for the control benzodiazepines, valium, and other less
and classification of drugs. It places restrictions harmful drugs of the amphetamine group.
upon the possession and supply, production, Maximum penalties for possession:
KEEP IN TOUCH! import and export of any controlled substance. Two years and/or a fine.
Tell us what you’re doing – and what people are saying locally about FRANK – using the Tell FRANK form The Misuse of Drugs Act lists the drugs that are Maximum penalties for supply:
at the back of this Update, or by email to frank@homeoffice.gsi.gov.uk subject to control and classifies them according 14 years imprisonment and/or a fine.
to the level of harm associated with their misuse.

2 FRANK Action Update – FRANK at work FRANK Action Update – Understanding Crack Cocaine 3
 VITAL STATISTICS: DRUGS

THE LOWDOWN PREVALENCE, RISK AND COST
Given the availability of alcohol and illegal
drugs, substance misuse in the workplace is an
WHAT IS SUBSTANCE MISUSE? issue employers can no longer ignore:
Just as there are different levels of drug classification, so there are
• 40% of the workforce under 40 have
different levels of drug use and harm. experimented with illicit drugs3
• Almost 17 million working days are lost each
RECREATIONAL DRUG USE is drug use that is controlled and occasional – often involving year due to alcohol misuse alone4
drugs from lower class categories – and that does not necessarily impact too significantly • Drug-using employees are three times
on the user’s ability to cope with everyday life. more likely to require sick leave or benefits5
• A member of staff under the influence
SUBSTANCE MISUSE is the use of illegal drugs and the inappropriate use of legal drugs, of drugs or alcohol will only achieve on
including alcohol, prescription medicines and substances such as solvents.‘Misuse’ refers average 67% of their work potential6
to use that is problematic or harmful, either for the individual or those around them.
• Protecting themselves against the cost
of dealing with the problems associated
with substance misuse
• Raising awareness of substance misuse
among staff
• Demonstrating good corporate social
responsibility (CSR)
Ultimately, the best way to respond to the issue
of substance misuse at work is to implement a
robust workplace policy on drugs and alcohol.
See pages 9-10 for more information and order
the Substance Misuse and the Workplace:
A business tool for employers pack by calling
0870 241 4680 and quote ref DSD16.

‘PROBLEMATIC DRUG USE’ (as defined in the current Drug Strategy to identify the priority group In addition to the measurable costs of
cuasing or experiencing harm) is characterised by the use of multiple drugs, often by injection. increased sickness, poor productivity and poor
These drugs will typically be Class A, and their use will be chaotic and unpredictable. Problematic quality of work, there are hidden costs for
drug use has serious consequences, significantly affecting the user’s health and lifestyle. employers who do not address the problem
of drugs and alcohol at work. These include:
In the workplace, as elsewhere, each case of drug use or misuse needs to be assessed
in isolation. For instance, a recovering heroin user using prescribed methadone requires • Diverted managerial time
a different approach to a problematic crack cocaine user. • Friction among workers
• Rapid staff turnover
• Disciplinary and legal actions
• Health and safety implications
DRUGS AND ALCOHOL IN THE
WORKPLACE These days, it is vital that employers attract, REFERENCES:
retain and develop an educated, effective 1 Godfrey, Eaton, McDougall and Culyer, The Economic
and Social Costs of Class A Drug Use in England and
Substance misuse can affect an individual’s and healthy workforce. To this end, those who
Wales, HORS 249, 2000
ability to do their job properly. Even if successfully manage drug and alcohol issues 2 Alcohol Harm Reduction Strategy for England, 2004
substances are taken only at the weekend, will be7: 3 DrugScope 1998
the after-effects can last well into the working 4 Alcohol Strategy, Department of Health, 2004
5 Jackson, Drug and Alcohol Policies, 1999
week. This can lead to impaired judgement • Creating a more productive working 6 Substance Abuse Survey, IPD, 1998
and abilities, lowered productivity and environment 7 Guidance for developing a drug and alcohol policy
performance, and, especially in safety-critical • Protecting their employees and their business – A business tool for employers, Home Office, 2003/4
8 Department of Health, 1999
industries, can seriously compromise • Fulfilling their duty of care to safeguard 9 Reward Group for IPD, 1998
employees’ health and welfare and the the health, safety and welfare of their 10 The Brewers Society, 1998
safety of colleagues. employees 11 British Journal on Occupational Medicine, 1992

BROWNIES; BURGERS; CANNABIS; CRACK; DEXIES; DISCO BISCUITS; DOWNERS; DRAW; DROP; E;
A-Z OF DRUGS ACID; AEROSOLS; ALCOHOL;
AMPHETAMINES; AMYL NITRATE;
ANABOLIC STEROIDS; BASE; BENZOS;
BEVY; BHANG; BILLY; BLACK; BOOZE; CHARLIE; COCAINE; CIGGIES; COKE; DOOBIE; DOPE; DOTS; DOVES; ECSTASY; EGGS; FAGS; FLASH;

4 FRANK Action Update – FRANK at work FRANK Action Update – FRANK at work 5
 VITAL STATISTICS: DRUGS

THE LOWDOWN
DRUGS: TYPES AND EFFECTS

DRUGS: HOW DO YOU KNOW WHAT DO YOU DO NEXT Alkyl Amphet- Cannabis Cocaine Ecstasy Solvents Heroin LSD
IF THERE’S A PROBLEM? Nitrates amenes & crack
If you think you’ve detected an employee with cocaine
Determining whether or not an employee a drug problem, avoid jumping to conclusions
has a drug problem is no easy task. However, or making unfounded accusations. Contact Also Poppers, Speed, Draw, blow, Coke, E, doves, Include: Smack, Acid, trips,
if a member of staff is suffering from the your local Drug Action Team (DAT) or Drug called amyl whizz, weed, puff, charlie, XTC, disco Gases, brown, tabs,
effects of drug misuse, there are a number and Alcohol Action Team (DAAT) and speak to nitrates, uppers, hash, snow biscuits, hug glues, horse, gear, blotters,
of recognisable signs that may manifest a specialist drug worker. They may be able to butyl amph, Billy ganga, Rock wash, drug, aerosols junk, H, dots
themselves: help you find a way to establish the truth in a nitrates wacky stone burgers, jack, scag
sensitive way without impacting on the morale backy, gear fantasy
• Sudden mood changes of other employees. They may also be able
• Unusual irritability or aggression to advise on finding appropriate treatment
• Increased mistakes and poor judgement for the staff member in question, and could How Vapour Swallowed Rolled up Snorted up Swallowed Sniffed or Smoked Swallowed
• Hand tremors be a useful long-term partner in dealing with taken breathed and the nose, breathed snorted
• Noticeably persistent dilated or substance misuse issues at work. through smoked, smoked or into the or
concetrated pupils with altered behaviour mouth or or cooked injected lungs injected
• Lack of concentration Contact details for D(A)AT representatives sniffed and eaten
• Confusion can be found at www.drugs.gov.uk/Directory in food
• Increased number of accidents
• Poor timekeeping FRANK can also put you in touch with local
• Increased sickness drug services. Ring the FRANK helpline on Users Brief head Excited and Relaxed Alert and Alert, alive, Thick- Warm, Experience
• Frequent absence from desk or post while 0800 776600 feel rush confident and confident in tune with headed, relaxed, surroundings
at work talkative surroundings giggly, drowsy differently,
• Deteriorating relationships with colleagues Alternatively, there are a number of dreamy distortions
• Dishonesty organisations that can offer help and of sound
• Theft (to support a habit) advice. See the Resources section of and colour
• Poor performance and reduced this pack for more information.
productivity
• Deterioration of personal appearance Health Feel faint Fatigue, Affects Addiction, Depression, Vomiting, Addiction, Flashbacks,
risks and sick, depression, concen- fatigue and over- black-outs, overdose, fear,
It is important not to jump to conclusions, skin panic, tration, depression, heating, heart coma, mental
though, and remember: some of these signs problems, hallucinations, paranoia heart dehydration problems death, health
could be caused by other factors including fatal if heart strain and anxiety problems, kidney transmission problems
stress, fatigue or depression. swallowed convulsions problems of HIV/AIDS
transmission via needles
of HIV/AIDS
For more information on drugs and their via needles
effects, log on to www.talktofrank.com

FREEBASE; GANJA; GAS; GLUE; HASH; HASHISH; HEMP; HERB; KETAMINE; KHAT; LADY; LIBERTIES; MAGIC MUSHROOMS; MAGICS; METHADONE; MOGGIES; MORPHINE; NORTHERN LIGHTS; OPIUM; PASTE;
GHB; GEAR; GRASS; GREEN; H; HEROIN; HORSE; ICE; JELLIES; K; LIQUID GOLD; LOVE DOVES; LSD; LUCY; MARIJUANA; MAZZIES; MDMA; METH; MUSHIES; NEW YORKERS; NEXUS; PERCY; PHET; PILLS; POP; POPPERS;

6 FRANK Action Update – FRANK at work FRANK Action Update – FRANK at work 7
 VITAL STATISTICS: ALCOHOL
The effects of aclohol on the body:
THE LOWDOWN
1. Brain ALCOHOL IN THE WORKPLACE
2. Sight

Alcohol misuse can pose a threat to the health

ALCOHOL 3. Central
and effectiveness of a working environment.
Nervous
BRITISH DRINKING CULTURE 4. Liver System • In 1998, 46% of firms surveyed said they had
Over 90% of the adult populaton drink, and alcohol consumption received reports of alcohol misuse by staff 9
• 20% of industrial accidents involve workers
is beginning to take its toll: 5. Sexuality
who have been drinking10
• In a survey, staff drinking over 21 units of
• 1 in 25 adults is dependent on alcohol 8 alcohol per week took twice as much sick
• In 1999 in th UK, there were an estimated 1.2 million incidents of alcohol-related violence2 leave as those drinking less11
• Nearly six million people, two-thirds of them men, fall within the ‘binge drinker’ category 2
• Drink-related crimes cost the criminal justice system £31.8bn2 Even small amounts of alcohol can affect
6. Motor skills
• Deaths linked to alcohol total 4,000 a year 2 someone’s ability to drive or operate
• The NHS spends £1.7bn a year caring for people with alcohol-related illnesses2 machinery or other equipment.
LIMITS AND GUIDELINES
THE WORK-DRINK CULTURE
So serious has our collective drink problem EFFECTS AND RISKS OF ALCOHOL There are several factors affecting how much
become, the Government has recently a person can drink – namely, age, gender, Alcohol is often a regular feature of the British
unveiled plans to forge new partnerships From mild hangovers and the shakes through body size, state of health and whether or not workplace. Lunchtime and after-work drinking
with the health and police services, the drinks to liver damage and ‘delirium tremens’ (DTs), someone is taking medication. are common social activities, and alcohol
industry and communities, to combat alcohol alcohol can affect the body and mind in often comes into play during special events
misuse in England. The National Alcohol Harm a number of ways. Most common effects, MEN or celebrations, such as office Christmas parties.
Reduction Strategy for England puts joint dependent on consumption, age, gender, Health experts recommend that men drink
action at the heart of a series of measures build etc, include: no more than 3-4 units of alcohol per day. Distinctions need to be made, however,
intended to: That’s one and a half pints of ordinary between ‘leisure drinking’ and drinking
• Feeling relaxed, with inhibitions, reaction strength lager, beer or cider, or three small that impacts upon the heath, safety and
• Tackle alcohol-related disorder in town times and decision making affected glasses of wine. productivity of employees. For example,
and city centres • Emotional highs and lows, uncoordinated drinking before, or during, a shift in
• Improve treatment and support for people movement, blackouts and unconsciousness WOMEN a safety-critical occupation is different
with alcohol problems • Nausea and sickness Health experts recommend that women do from having a couple of pints after work.
• Clamp down on irresponsible promotions • Slurred speech and unsteady gait not exceed 2-3 units of alcohol per day. That’s A balance needs to be struck between
by the industry a pint of ordinary strength lager, beer or cider, outright censure and active encouragement.
• Provide better information to consumers The risks, meanwhile, include: or a couple of small glasses of wine a day. Employers also need to remember that what
about the dangers of alcohol misuse. • Liver damage people do in their own time is very much their
• Suffocation from inhalation of vomit • A very heavy drinker is someone taking own business: employees’ out-of-hours drinking
when unconscious in up to 50 units, or 25 pints of beer, a week habits cannot be policed. Only if these habits
For further information on the Alcohol • Overdose, if mixed with drugs, leading • A binge drinker is someone who drinks to impact upon performance in the workplace
Harm Reduction Strategy for England to death get drunk or someone who drinks can employers become involved.
see www.strategy.gov.uk • Social problems, violence and aggression substantially more than the recommended
daily limits in a single session.

POT; PUFF; QUAT; RAINBOWS; RAM; ROCK; ROLIES; ROOFIES; SHROOMS; SKAG; SKUNK; SMACK; SOLVENTS; SPECIAL K; SPEED; SPLIFF; TEMS; THRUST; TNT; TOBACCO; TOOT; VALLIES; WACKY BACCY; WASH; WEED;
RESIN; RHUBARB AND CUSTARD; SENSEMILLA; SHAMROCKS; SMILIES; SMOKES; SNOW; SOAP; SUGAR; SWEETIES; TAB; TEMAZZIES; TRANQUILLISERS; TRIPS; TULIPS; WHITE; WHIZZ; X; XTC; YABA; ZERO

8 FRANK Action Update – FRANK at work FRANK Action Update – FRANK at work 9
 VITAL STATISTICS
ALCOHOL: HOW DO YOU KNOW IF
THERE’S A PROBLEM?
The telltale signs of alcohol misuse are similar
to those of drug misuse, with the additional
possibility of slurred speech and the smell of
alcohol on clothing and breath. Again, don’t
jump to any conclusions, but keep an eye
out for:
• Sudden mood changes
• Unusual irritability or aggression
• Increased mistakes and poor judgement
• Hand tremors
• Lack of concentration
• Confusion
• Increased number of accidents
• Poor timekeeping
• Increased sickness
• Frequent absence from desk or post while
at work
• Deteriorating relationships with colleagues
• Dishonesty
• Poor performance and reduced productivity
• Deterioration of personal appearance
WHERE TO GO FOR HELP
If you think you’ve detected an employee
with an alcohol problem, contact your local
Drug (and Alcohol) Action Team. They may
be able to help you find the right treatment
for the staff member in question, and could
be a useful long-term partner in dealing with
substance misuse issues at work. You can find
their number at: www.drugs.gov.uk/Directory.
Alternatively, there are a number of
organisations that can offer help and advice.
See the Resources section of this pack for
more information.
For further information on alcohol, log on
to www.alcoholconcern.org.uk
10 FRANK Action Update – FRANK at work
ADOPTING A WORKPLACE
POLICY
WHAT IS A WORKPLACE DRUG
AND ALCOHOL POLICY?
The best way to respond to the issue of
substance misuse at work is to implement
a workplace policy on drugs and alcohol.
A workplace drug and alcohol policy
states how an organisation aims to prevent
substance misuse problems in the workplace,
and, if they occur, how that organisation will
treat an employee with a drug or alcohol
problem.
A WORKPLACE DRUG AND ALCOHOL
POLICY SHOULD:
• Outline a company’s rules and procedures
for dealing with substance misuse
• Give clear definitions of employee and
employer responsibilities
• Aim to support affected employees rather
than punish them
• Seek to help employees who admit to
having a drug or alcohol-related problem,
and encourage them to seek treatment,
rather than lead to their dismissal
• Provide assistance and support to
employees with problems, with the aim of
integrating them back into the workplace
WHY A WORKPLACE POLICY MAKES
GOOD BUSINESS SENSE
Principally, a workplace policy helps employers
fulfil their legal duty of care, to safeguard the
health, safety and welfare of employees under
the Health & Safety at Work Act, 1974. If an
employer knowingly allows an employee
under the influence of excess drugs or alcohol
to continue working, and this places the
employees or others at risk, they could be
prosecuted. Similarly, employees are required
to take reasonable care of themselves and
others who could be affected by what they do.
Through undergoing the training that supports
the adoption of a good workplace policy, staff
and managers are better able to spot the signs
and symptoms of drug or alcohol misuse and
better placed to manage the situation. Early
identification can help resolve the underlying
cause of the problem at an earlier stage and
help alleviate problematic use of substances
later on.
CORPORATE SOCIAL
RESPONSIBILITY (CSR)
Employers who adopt a workplace policy
on drugs and alcohol, and who successfully
manage substance misuse in the workplace,
will be demonstrating good corporate social
responsibility, or, as it is commonly known, CSR.
Essentially, CSR is about how business takes
account of its economic, social and
environmental impacts in the way that it
operates. Over and above compliance with
minimum legal requirements, CSR comprises
the voluntary actions made by a business to
address both its own competitive interests and
the interests of society. Embracing CSR means
that an organisation recognises that business
has responsibilities beyond the bottom line –
responsibilities to one’s workforce, the
environment and society at large.
A progressive workplace policy on drugs and
alcohol is an expression of commitment to a
sustainable working environment. Organisations
adopting such policies should reap the rewards
of increased staff loyalty and productivity.
Ultimately, CSR makes good business sense.
THE GOVERNMENT’S DRUG
STRATEGY TO TACKLE DRUGS AND
ALCOHOL IN THE WORKPLACE
The Government’s commitment to this issue
is outlined in the Updated Drug Strategy 2002,
and is delivered through Drug and Alcohol
Action Teams – or D(A)ATs who can provide
good quality advice on drug and alcohol
misuse to the workforce and encourage
companies to implement effective workplace
policies. In many areas, D(A)ATs are merged
with local Crime and Disorder Reduction
Partnerships (CDRPs). The business engagement
objectives in the strategy are:
• To make business and local communities
more aware of effective anti-drug activities
at both national and local levels, and to
provide encouragement for them to become
actively involved in the Drug Strategy
• To encourage the business community to
implement effective workplace drug and
alcohol policies
In some areas there are business trainers connected
to D(A)ATs/CDRPs across the country, ready to
respond to enquiries about drug and alcohol
issues. Business trainers can visit individual
companies to provide the following services:
• Train company staff in drug and alcohol issues
• Advise and review drug and alcohol policies
• Assess and advise individual employees for
treatment
Business trainers can be contacted
via www.drugs.gov.uk/Directory.
For more information on how to tackle
drugs and alcohol in the workplace see
www.businessengagement.com
For guidance on drafting a drug and
alcohol policy, order Substance Misuse
in the Workplace: A business tool for
employers on 0870 241 4680
FRANK Action Update – FRANK at work 11
 VITAL STATISTICS
THE LOWDOWN
HOW TO DEVELOP A WORKPLACE
DRUG AND ALCOHOL POLICY
The publication, Substance Misuse and the
Workplace: A business tool for employers
(Home Office 2004) provides comprehensive
guidelines and a step-by-step approach
to developing and adopting successful
workplace policies. A sample drug and alcohol
policy is included. In addition, the guidance
includes a series of case studies highlighting
best practice on how to deal with a variety
of situations relating to drug testing.
Order the publication (free of charge)
by calling 0870 241 4680 and quote ref DSD16.
The guidance is also available online at:
www.businessengagement.com.
DRUG AND ALCOHOL TESTING
Workplace testing for drugs and alcohol is a
complex and sensitive issue. There is currently
no legal requirement to carry out testing.
There are also concerns about human rights
infringements and the active prying into
private behaviour that testing constitutes. This
has led many to conclude that it has no place
in the modern workplace.
However, while it does not explicitly
promote drug and alcohol testing at work,
the Government’s drug strategy does
recognise the value of testing in safety-critical
environments. Likewise, it is widely accepted
by employers and employees’ bodies, such
as the Trade Union Congress, that drug
screening serves a purpose in industries such
as engineering, transport and construction.
Some employers view drug testing as integral
to their obligation under Health and Safety
legislation.
12 FRANK Action Update – FRANK at work
WORKPLACE TESTING: PREVALENCE
Although the number of employers using drug
testing in the workplace is small, it is becoming
an increasingly common practice. A survey of
UK employers by MORI in 2003 found that only
4% of companies currently used tests, but that
a majority would be more likely to test if they
felt that drug use adversely affected health
and safety (89%) or productivity (78%). The
survey reported that 9% were planning to
introduce testing in the next year.
THE LIMITATIONS OF WORKPLACE TESTING
Workplace testing for drugs and alcohol is not
a straightforward procedure, and problems
surrounding reliability and interpretation are
common. The Medicines and Healthcare
Regulatory Agency (MHRA) recently evaluated
the analytical performance and ease of use of
16 on-the-spot devices for testing the presence
of commonly used drugs in urine. They found
significant variation in product quality, as well
as confusing labelling, terminology and
instructions. Other limitations include:
• Positive results for drugs other than those
stated on the kit
• Detection of medicinal drug use:
over-the-counter medication containing
codeine may test positive in an opiates test
• Inability to differentiate between chronic
and one-off use
• Tests being unable to show the extent
to which an employee’s performance has
been affected by the detected substance
• Some test specimens, particularly urine
samples, being subject to adulteration
– such as substitution and dilution
Furthermore, testing can be counter-productive
and have a negative impact on employee-
employer relations.
Before adopting drug and alcohol testing as
a part of an approach to substance misuse
at work, it is important to consider the following:
• The objectives of testing
• The type of testing
• Which drugs should be tested for
• The circumstances in which you will test
• Who will collect samples
• The arrangements to ensure sample security
• How much you are prepared to spend on
a testing regime
• What action you will take if a test result
is positive
• Confidentiality and legal issues
• The effect of testing on employees
• The effect on your business in terms of
potentially losing a valuable staff member
where the quality of their work is not
impaired
• The effect on industrial relations: how this
kind of ‘surveillance’ will be received
• The social implications and consequences
of dismissal for the employees
Employers should think carefully about whether
their business and staff would benefit from
the introduction of workplace testing. The
Independent Inquiry into Drug Testing at
Work concludes that,“good management,
education and support for staff is more useful,
effective and less costly in dealing with drug
problems”.
PROGRESS 2 WORK (P2W)
P2W aims to get people recovering from
drug misuse back into the workplace, or to
help them gain and sustain employment
for the first time. Led by Jobcentre Plus, P2W
was announced alongside the Communities
Against Drugs initiative as part of the
Government’s wider commitment to helping
the most disadvantaged members of society.
P2W provides support for clients who have
made significant progress in their recovery,
but whose history of drug misuse is likely to be
a significant factor in preventing them from
getting or keeping work. An initial investment
of £40 million has been made to develop
and implement the scheme. It is initially
being developed in 30 pilot areas, known as
Pathfinders, but will eventually be rolled out
across all of the UK. P2W staff are also able
to offer advice on related issues such as stress
management and confidentiality.
For further information on Progress To Work,
log onto www.dwp.gov.uk or find out your
local Jobcentre Plus office at
www.jobcentreplus.gov.uk
EMPLOYEE ASSISTANCE PROGRAMMES
(EAPS)
Employee Assistance Programmes are
workplace-focused programmes aimed
to assist in the identification and resolution
of employee concerns that affect, or may
affect, performance. EAPs address team and
individual performance, psychological health
and wellbeing. They are strategic interventions,
and are unique in the field of occupational
health in that they address both employee
wellbeing and organisational output.
EAPs represent a proven, cost-effective solution
to many of the problems faced by employers
in today’s competitive environment. For advice
on introducing EAPs into your organisation,
contact the Employee Assistance Professionals
Association (EAPA) to find out more details
on National Standards and how to develop
a relevant EAP tailored to your business needs.
See Resources for details.
FRANK Action Update – FRANK at work 13
 MOVERS AND SHAKERS
In this section, we profile some
of the excellent local initiatives
aimed at tackling drug and alcohol
misuse in the workplace.
PEOPLE UNITED AGAINST CRIME,
ROTHERHAM PRIMARY CARE
TRUST AND DAT
People United Against Crime is a partnership
of individuals, companies and agencies
determined to make a contribution to the
regeneration of South Yorkshire by helping
to reduce crime and the fear of crime.
Working in partnership with the Rotherham
Primary Care Trust and Drug Action Team,
People United Against Crime has organised
a number of free one-day seminars for local
companies. The seminars feature drug and
alcohol awareness training, plus guidance
on how to draft, update and introduce a
workforce policy on drugs and alcohol.
Following the seminars, individual organisations
that need it, receive additional contact and
support. So far in 2004, a total of 24 companies
have attended the one-day courses.
Companies from a wide range of sectors,
including construction, engineering and food
manufacture, have established a working
relationship with the People United partnership
beyond the seminar forum.
Plans are currently afoot to replicate the
South Yorkshire model and roll out the
programme in collaboration with DAAT’s
in Sheffield and Barnsley.
For further information, contact:
People United Against Crime
Tel: 0114 275 8688
14 FRANK Action Update – FRANK at work
WEST SUSSEX DAAT FREE ONLINE
TRAINING FOR BUSINESS
The West Sussex DAAT has developed a free
online training course to help local businesses
tackle drugs and alcohol in the workplace and
to implement their workplace policy. More than
120 people have logged onto their website to
use the training package since its launch in
January 2004.
The resource was set up after local DAAT
research showed that:
• 25% of people receiving treatment for serious
drug dependency across West Sussex,
Brighton and Hove are employees
• 35% of the people receiving treatment in
West Sussex for serious alcohol dependency
are employed
The online training can be accessed 24 hours
a day. There are five separate sections to
complete and in total the course takes around
two-and-a-half hours. It includes short videos,
quizzes, an employment tribunal database
and case studies. There is also a selection of
live workplace policies that can be viewed.
The training course can be accessed at:
www.daapw.org.uk/intro.asp
For further information, contact:
Elizabeth Flegg
HR Project Manager
Tel: 01243 382 935
Email: Elizabeth.flegg@westsussex.gov.uk
LONDON UNDERGROUND
As part of its Drug and Alcohol Advisory
Service, London Underground runs a series of
‘Effective Treatment Services for Chemically
Dependent Employees’.
Operating under the maxim that ‘in critical
areas, you can’t afford half measures’, the
company has devised an innovative substance
misuse policy. Their Golden Rule promise to
employees is:
“Come forward and we’ll help. Get caught
and you’re out!”
London Underground’s Drug and Alcohol
Advisory Service is an integral part of its
commitment to public safety. By encouraging
employees to come forward, the company
is striving to achieve a healthy and efficient
workforce built on trust and transparency.
Substance-misusing employees are assessed
and referred to appropriate treatment
programmes. In order to be restored to their
safety critical post, they must show:
“Evidence of profound and substantial change
in attitude and lifestyle, with a demonstrable,
on-going commitment to abstinence.”
Post-treatment monitoring is built into the
programme, which has resulted in over 50%
self-referrals, less sickness time on the job, a
healthier workforce and safer general public.
For further information, contact:
London Underground
Tel: 020 7332 3084
CITY OF LONDON DRUG ACTION
TEAM (DAT)
The City of London DAT was one of the first to
actively address the issue of drugs and alcohol
in the workplace. The City, being synonymous
with work, has been an ideal place for them to
concentrate their efforts and since 2001, when
they produced their toolkit for business, they
have enjoyed the support of Old Mutual, ACE
European Group, London Chamber of
Commerce and BP.
In 2003, in the London borough of Newham,
three seminars were held using local
companies who had already adopted
workplace policies and training programmes
on substance misuse, with the aim of sharing
experiences and encouraging other
companies to follow suit. Stagecoach Bus
Company, London City Airport, Tate & Lyle
and Bell Group Security were all contributors.
Information from DASL treatment service was
also included. Over 80 companies attended
these sessions, which were followed by policy
advice for those who needed it. The DAT
are currently using the East London Business
Alliance, Federation of Small Businesses and
the Docklands Business Club to help spread the
messages that emerged from these seminars.
This year, City of London DAT are continuing
to support FRANK and deliver action on drugs
in the workplace in a timely, convenient and
customer-friendly way. They are holding events
to encourage companies to either introduce
a viable, robust workplace policy followed by
appropriate training, or review existing policies
and run awareness raising programmes.
For further information, contact:
Golda Behr
Tel: 020 7332 3484
Email: golda.behr@corpoflondon.gov.uk
FRANK Action Update – FRANK at work 15
 IDEAS FOR ACTION
The following pages give some
food for thought on working with
local partnerships and ideas for
communications activities to
promote your drug and alcohol
policy internally and externally in
tandem with the FRANK campaign.
GET FRANK
First, make sure you register with the
campaign at www.drugs.gov.uk/campaign
and familiarise yourself with the information
and materials available from FRANK. As there
can often be sensitivities surrounding drugs
and alcohol, you may find it useful to organise
a steering group made up of people from
different areas of the company to advise
on how you are going to address the issue
of drugs and alcohol in the workplace.
FRANK PARTNERS
For a company looking to adopt a workplace
policy, enlisting the support of a local drug and
alcohol partnership can help share expertise
both in terms of specialist technical knowledge
and in communicating the policy to senior
management, employees and the outside
world. Contact your local Drug and Alcohol
Action Team (find their details
www.drugs.gov.uk/Directory) and see if they
would be willing to help you. You could ask
them to come in and talk to you about the
issues surrounding drug and alcohol misuse
and give you an outline of the support services
available in the area or local projects that
you might like to consider supporting as a
company. They may also be willing to be on
hand for staff training or question and answer
sessions at briefings or be able to bring along
a client who is happy to talk about their own
experiences.
16 FRANK Action Update – FRANK at work
FRANK IN THE KNOW
Raise staff awareness by organising staff
training sessions to give information about
drugs and alcohol. To lessen the chances
of people feeling that there is a ‘witch-hunt’
within the company and an infringement
of their privacy, you need to pitch the
information carefully. You could include them
as part of a series of sessions on ‘Health and
Safety’ or ‘Healthy Living’ and incorporate
information on drugs and alcohol using
the quiz contained in this pack. Using the
factsheets from the FRANK campaign and
information from www.talktofrank.com and
your local partnership, create information
packs for staff to take away from the sessions.
Use your discretion as to how much emphasis
you place on drugs vs alcohol – focusing more
on alcohol could be more acceptable in some
environments and gives you the opportunity
to gently extend the information to include
certain drugs. Make sure that you include
details of how people can get help if they
need it.
FRANK COMMUNICATION
Use your existing staff communication
channels such as e-mail, and newsletters
to give information about drugs and alcohol
and to communicate your policy. Include
a flyer with payslips or, if you are feeling
creative, develop a game or quiz on your
intranet to encourage people to assess their
own drinking habits or find out more about
drugs and alcohol in the workplace. Start
as you mean to go on. Make sure that details
of local support are included in induction
processes/literature for new staff. (See the
checklist on page 18 for more background
information on things to consider when
planning your communication initiatives).
FRANK FAMILIES AND FRIENDS
Some of your employees could be parents
who may be worried about their children,
or young people who have friends who
take drugs. Devise an awareness initiative
to educate parents about drugs and
alcohol. The poster accompanying this pack
encourages employees to think about the
issues and encourages them to talk to
FRANK, log on to the website and contact
organisations for information and support. The
poster contains space for you to add details
of local helplines, support groups and the
contact in the department responsible for
overseeing the initiative in your workplace.
For further information and ideas on activities
with families, see the FRANK Action Update –
We are Family available from
www.drugs.gov.uk/campaign/resources
FRANK ON THE MOVE
Think about how your employees get to
and from work. You could put FRANK posters
on notice boards at bus or train stations or
offer to print taxi receipts in return for getting
the FRANK logo included on the back or
information about drugs or alcohol. Put
FRANK credit cards or postcards in car-pool
cars. Or, arrange an ‘alternative transport’
day as part of a healthy lifestyle initiative
and encourage staff to walk or cycle to
work and include information about drugs
and alcohol in your campaign information.
FRANK IN PRINT
Are there particular shops and pubs that
service your workforce? Details of drug
treatment or information or simply the FRANK
logo can be positioned on beer mats, pizza
boxes, napkins or sandwich bags. You could
also develop merchandise with the FRANK logo
such as mugs, pens, mouse-mats, note-pads,
water cooler cups, key-rings, desk calendars
and clocks for the office environment.
FRANK ON DISPLAY
Display FRANK posters, or ones you have
produced yourself, on any noticeboards.
Bathrooms are always a good place to get
through to people. You could put FRANK
stickers on mirrors or posters in cubicles.
FRANK IN THE COMMUNITY
If your business handles cash, why not collect
small change for local drug and alcohol
initiatives, donate appropriate items (such
as equipment, paint or plants) or organise a
fundraising initiative. Employee volunteering
can also help motivate staff and gives an
opportunity for increasing understanding
about an issue. Maybe there are projects in
your community where staff could volunteer
their time. Activities could include painting
premises, gardening, mentoring or giving
the organisation help with administration or
business skills. By creating a relationship with
these organisations you will gain positive PR,
support your community and help to establish
links with skilled professionals who could visit
your business and deliver information, training
or support.
The FRANK campaign offers a variety of
resources which are available free of charge
including posters, postcards, stickers and
leaflets. Each edition of the FRANK Action
Updates contain ideas for action
and activity sheets for use with a variety
of audiences. Log on to www.drugs.gov.uk/
campaign /resources/artwork and use the
FRANK branding to customise your own
materials.
FRANK Action Update – FRANK at work 17
 CHECKLIST FOR ACTION
It helps to plan effective drugs communication in exactly the same way
as a company would think about marketing a product. Before you begin, ask:
WHO ARE YOU TRYING TO REACH?, WHAT WOULD THEY RESPOND TO?, WHERE AND WHEN CAN YOU REACH THEM?
This process can be as detailed or as brief as you choose it to be. Here are some issues to address and techniques
you may find useful.
ISSUE TO ADDRESS
KNOW YOUR ‘MARKET’.
Every business is different, every
workforce has its own culture.
In order to make good decisions
about creating communication
around substance misuse, treatment
or your company’s drug and alcohol
policy you need first to understand
the particular nature of your
employees’ habits and lifestyles.
KNOW YOUR ‘PRODUCT’
AND WHERE TO PROMOTE IT
Drug and alcohol resources are
often delivered in a very serious
manner – this does not always
ensure that they get read!
KNOW YOUR ‘FIGURES’
Establish a plan for assessing
the success of your activities.
CELEBRATE YOUR SUCCESSES
Keep staff, and especially senior
management, informed of
achievements. This helps to
maintain momentum and promote
a supportive corporate culture.
18 FRANK Action Update – FRANK at work
QUESTIONS TO ASK
How do the lifestyles of your various
employees differ? Eg:
• Where do the warehouse staff
socialise?
• Is it different from the accounts
department?
• Do your sales force all get drunk
on a Thursday night?
• Do your younger staff go
clubbing on the weekend?
• Are they all exhausted on a Monday?
• What are the most useful pieces
of information you can provide your
workforce with?
• How do your employees get to and
from work?
• Are there notice boards at bus or train
stations, which you could use?
• Are there particular shops and pubs
that service your workforce?
• Where can you put information
in the office environment?
• What about training sessions?
• What specific outcomes do
you want to achieve?
• How can these be measured?
• Who will be responsible for collating
the data?
• What has been key to the success
of the programme?
• Who should be acknowledged?
• Do you have any positive or
innovative stories that you could
highlight in-house, in the community
or in the press?
CONSIDERATIONS
Getting an insight into the culture
of your company need not take
the form of an interrogation. Work
with members of the workforce;
get involved in organising social
events that would appeal to
them and make sure the time,
place and method of your
communication is appropriate.
Use the results of your research
exercise to inform your decisions
and think creatively about
different methods and channels
for communicating.
Evaluating your activities is essential.As
well as keeping data on numbers of
materials distributed, costs, attendees
at seminars etc, measurement
methods can include sending out an
email to ask your staff where and
when they’ve seen your information
or a more thorough questionnaire.
Has there been any impact on
absenteeism, morale or awareness?
If appropriate, use opportunities
such as Christmas Drinks, AGM’s
or conferences to update your
colleagues and employees
about the positive actions you
have taken.
USEFUL RESOURCES
ORGANISATIONS
ADVISORY, CONCILIATION AND ARBITRATION
SERVICE (ACAS)
Aims to improve organisations and working
life through better employment relations.
Works with employers and employees to solve
problems and improve performance and offers
help on good employment practice including
procedures to deal with drug misuse.
Helpline: 08457 474747
www.acas.org.uk
ADFAM
Charity supporting families affected by drugs
and alcohol. Offers a range of resources
including publications and videos, a family
newsletter, e-mail group and online database
of local services.
020 7928 8898
ww.adfam.org.uk
ALCOHOL CONCERN
The national agency on alcohol misuse
providing information, factsheets and advice
on alcohol-related issues. Offers services to
employers including training and consultancy.
Website includes an on-line directory of local
alcohol services.
020 7928 7377
(Workplace Development Officer)
@ workplace@alcoholconcern.org.uk
www.alcoholconcern.org.uk
DEPARTMENT OF HEALTH
Publications Order Line: 08701 555 455
www.doh.gov.uk
DOWN YOUR DRINK
An online tool for people to assess whether
their drinking is putting them at risk of harm,
and a programme of information and support
for people who want to reduce their drinking
and develop safer drinking habits. Funded
by the Department of Health and the Alcohol
Education Research Council.
www.downyourdrink.org.uk
DRINKLINE
The national alcohol helpline offering
information and advice to those with alcohol-
related problems and their families. Run by
the Department of Health.
0800 917 8282 (Monday–Thursday,
9am–11pm, Saturday and Sunday)
DRUGSCOPE
UK centre of expertise on drugs. Conduct
research and seek to improve knowledge
on drugs-related issues and have an extensive
library of drug information.
020 7928 1211
www.drugscope.org.uk
HEALTH AND SAFETY EXECUTIVE
Responsible for the regulation of most of the
risks to health and safety arising from work
activity in the UK. Assists the Health and Safety
Commission ensure that risks to people’s
health and safety are properly controlled.
Information Line 08701 545500
Publications Order Line 01787 881165
www.hse.gov.uk
RELEASE
A range of specialist services to professionals
and the public concerning drugs and the law.
Release provides free advice to drug users,
their families, friends, and statutory and
voluntary agencies.
020 7729 9904 (Monday–Friday 10am–5pm).
www.release.org.uk
TACADE
Provides help, resources, training, consultation
and research on alcohol and drugs.
0161 836 6850
www.tacade.com
FRANK Action Update – FRANK at work 19
 USEFUL RESOURCES
UK EMPLOYEE ASSISTANCE PROFESSIONALS
ASSOCIATION (EAPA)
The professional body for Employee Assistance
Programmes (EAPs). Represents the interests
of and sets national standards of practice
for professionals concerned with employee
assistance, psychological health and well- being.
0800 783 7616
www.eapa.org.uk
UNITED KINGDOM ACCREDITATION SERVICE
(UKAS)
The sole national accreditation body
responsible for assessing organisations that
provide certification, testing, inspection and
calibration services. A laboratory accredited
by UKAS will have satisfied assessors that it
meets all criteria for providing drug screening
test results.
020 8917 8400
@ info@ukas.com www.ukas.com
PUBLICATIONS
Alcohol Harm Reduction Strategy for England
The Government’s strategy aiming to tackle
alcohol-related disorder in town and city
centres; improve treatment and support for
people with alcohol problems; clamp down
on irresponsible promotions by the industry; and
provide better information to consumers about
the dangers of alcohol misuse. Available from
the Prime Minister’s Strategy Unit. Download
from www.strategy.gov.uk/su/alcohol/index.htm
Don’t Mix It –
A guide for employers on alcohol at work
Booklet developed by the Health Education
Authority, the Health and Safety Executive,
and the Department of Health to help the
owners and managers of small and medium-
sized businesses deal with alcohol-related
problems at work. Available from the Health
and Safety Executive.
20 FRANK Action Update – FRANK at work
Drink, Drugs and Work Don’t Mix
Handbook published by Alcohol Concern/ISDD
designed to help employers take a pro-active
approach to preventing and handling
problems with alcohol and drug misuse in the
workplace. Available from Alcohol Concern.
Substance Misuse and the Workplace:
A business Tool for Employers
Publication from the National Workplace
Initiative. Gives information on substance
misuse and outlines how employers can
develop a workplace policy on drugs
and alcohol. Available from
www.businessengagment.com or call
0870 241 4680 and quote ref DSD16
UK Standards of Practice and Professional
Guidelines for EAPs
Reference book for HR and EAP practitioners
and others with responsibilities for, or an interest
in, personnel performance and well-being
in the workplace. Covers requirements and
guidance on the design, operation and
management of all employee assistance
services. Available from the Employee
Assistance Professionals Association (Price £9.95)
Updated Drug Strategy
Outlines the Government’s strategy for
addressing drug-related issues including
education, treatment and controlling supply.
Download from
www.drugs.gov.uk/ReportsandPublications
And don’t forget talktofrank.com
for information and advice on drugs.