The Impact of Psychoactive Substances on Work: Key Figures That Managers and HR Must Know

A recent survey highlights the impact of psychoactive substances on the workplace. Conducted among managers, HR leaders, and staff representatives, this study provides crucial data.

 

Substances in Question:

• Alcohol: The most widely cited product, mentioned by a majority of respondents.
• Tobacco: The second most consumed product in the professional environment.
• Cannabis (THC): Used by 10% of employees according to managers and HR leaders.

Consequences on Work:

• Work Efficiency and Quality: 64% of managers mention a drop in work efficiency due to alcohol, and 63% report a decline in work quality.
• Health and Safety: 56% of managers are concerned about risks of accidents or occupational diseases.
• Absenteeism and Tardiness: 56% of managers report problems with absenteeism and lateness.

Current solutions:

• Individual Approach: 85% of managers and HR leaders use individual solutions.
• Dialogue with Employees: 69% prioritize seeking dialogue with the employee.
• Use of the Occupational Physician: 65% call on the occupational physician, rising to 71% in the public sector.

Individual and collective measures: a caring and educational framework

The study reveals that measures taken to manage psychoactive substance use in the workplace combine individual (85%) and collective (82%) approaches. These strategies, while effective, can be enhanced by tailored training and support initiatives.

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Individual measures

Drug screening tests allow for a targeted and respectful approach, addressing employees who show signs of use. This approach aims to handle the situation discreetly, without stigma. It may include:

• Targeted screenings to identify and support affected employees.

• Supportive dialogue, based on objective evidence, to help employees understand the impact of their consumption on their safety and performance.

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Collective measures

Collective screening campaigns, such as random checks, play a key role in deterrence and prevention. They promote a safer and more productive work environment by establishing a culture of shared responsibility. These actions can be reinforced through training and specific supervision:

• Training for supervisors and HR staff to recognize risk behaviors and intervene effectively.

• Implementation of supportive campaigns, focused on awareness and education rather than repression.

• Comprehensive team support, including prevention actions, regular screenings, and personalized follow-up.

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AMA Prevention expertise

Additionally, we offer customized training for companies and associations:

• Train teams to detect suspicious behaviors while avoiding hasty judgments or discrimination.

• Implement supportive screening campaigns, including reliable and non-invasive saliva and urine tests.

• Raise awareness of the key role of dialogue to effectively support employees facing consumption issues.

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Public and private sectors: differentiated approaches and the role of screening tests

Public sector:

In the public sector, 71% of organizations call on the occupational physician to manage issues related to psychoactive substance use. Collective and preventive actions are favored in 88% of cases, reflecting a comprehensive approach focused on awareness and employee protection.

Private sector:

In the private sector, 58% of companies consult the occupational physician, but they more frequently adopt disciplinary measures (49% versus 29% in the public sector). This highlights the need to implement supportive prevention campaigns while strengthening dialogue with employees to address these issues constructively.

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Differences between saliva screening and urine screening: a matter of context and practice

Urine screening:

• Invasive: This type of test involves a more intrusive sample collection, which can raise comfort and respect issues for the employee.

• Older consumption: It allows detection of substances consumed several days or even weeks earlier, without indicating whether the employee is currently under the influence at work.

• Limited practice: In companies, urine screening must be carried out by the occupational physician.

Saliva screening:

• Non-invasive: This simple and quick test involves collecting a saliva sample, making it more acceptable to employees.

• Recent consumption: It is particularly useful for detecting recent use, determining if the employee is under the influence of a drug during working hours.

• Practicality: The saliva test can be performed by supervisory staff or HR without the need for specific medical training. However, it is essential that this practice is clearly included in the company charter and communicated to employees to ensure transparency and legal compliance.

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Towards a balanced approach

Whether in the public or private sector, the choice of screening type must consider the company’s objectives (prevention or reaction) and legal constraints. While urine screening offers a broad view of past consumption, saliva screening is a more immediate solution suited to real-time risk management.

By integrating these tools within a clear regulatory framework, accompanied by preventive measures and constructive dialogue, companies can create a safer and more productive work environment while respecting the dignity and rights of employees.

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Towards more effective prevention: why train and screen?

Screening tests, combined with targeted and caring training, go beyond simple control. They are part of a comprehensive preventive strategy, providing:

• Reliable and rapid detection tools, essential for high-risk environments.

• A framework conducive to dialogue, which helps prevent conflicts and promotes the reintegration of affected employees.

• A reduction in accidents related to psychoactive substances, thus ensuring a safer and healthier work environment.

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Conclusion

In a context where psychoactive substances represent a major issue in the professional environment, it is essential to combine screening, dialogue, and training. At AMA Prevention, we are committed to supporting companies in this approach by offering adapted, caring, and effective solutions to protect both employees and their work environment.

Source:

Survey on the impact of psychoactive substance use on work
Published by: French Observatory of Drugs and Drug Addiction (OFDT)

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💡 Practical information on screening

During a roadside check, the gendarmerie saliva test is commonly used to detect the presence of drugs. Many wonder about how long the gendarmerie saliva drug test remains positive: it depends on metabolism, but THC remains detectable for several hours to a few days. The gendarmerie thc saliva test (or gendarmerie saliva thc test) specifically targets recent cannabis use.

To promote prevention at home or in the workplace, performing a thc saliva test (also called saliva thc test) is an excellent approach. If you are looking to equip yourself, you might wonder where to buy gendarmerie saliva test equivalent? Although it can sometimes be difficult to find a pharmacy thc saliva test, you can order our professional devices directly online.