Healthy behaviours support policy

We are committed to supporting the health and wellbeing of our employees. We have a legal duty to maintain a healthy and safe working environment.

We recognise that unhealthy behaviours may:

• affect the individuals and others associated with them
• have social causes and implications, some of which may be related to work
• be a result of work or external pressures

Our policy covers:

• how we will support individuals to improve their healthy behaviours
• the steps that we will take if an employee’s behaviours are affecting their ability to perform their duties

This policy refers to the following behaviours:

• smoking, including reduction of harm to others caused by passive smoking
• substance use, including the use of illegal drugs and the inappropriate use of legal substances, such as:
  • alcohol
  • prescription
  • over the counter medications
• unhealthy diet, which can lead to malnutrition, overweight and obesity
• harmful gambling

Principles

We expect employees to report for work fit and to remain fit to perform their duties. Where this is not possible linked to clinical needs associated with the behaviours listed above, we will:

• act reasonably and sympathetically
• regard a dependency as a treatable illness or disorder
• take an objective and non-judgemental approach
• encourage employees to seek advice and assistance
• intervene where unhealthy behaviours:
  • affect work performance
  • affect the safe and efficient conduct of duties
  • may cause damage to council property
• keep information confidential unless we have safeguarding concerns or need to act to protect the safety of any employee

To encourage healthy behaviours in the workplace, we will:

• ensure employees understand and comply with the policy and their responsibilities, in line with the code of conduct policy
• provide information about recognising behaviours and where to seek help
• offer advice, either internally or from a specialised agency. This may include integrated lifestyle, treatment or counselling services
• provide LCC employees with direct eligibility for our commissioned integrated lifestyle service
• monitor changes in:
  • work performance
  • attendance
  • sickness
  • accident patterns
• talk to an employee when work performance is being affected. The employee may be accompanied by a colleague or union representative
• refer employees for assistance when appropriate
• support employees who are receiving treatment, in line with our employee support policy and leave and time off policy (specifically relating to consistency with time off to attend medical and health related appointments)
• allow reasonable paid time off for treatment, provided the employee fully co-operates. Employees must provide proof of appointments to their manager
• enforce a smoke-free policy, in line with the Health Act (2006). This is applicable to all employees, agency workers, elected members, contractors and visitors attending our premises. Smoking and vaping will be prohibited in:
  • all county council owned and controlled buildings and grounds (premises)
  • premises hired out to third parties, for example, meeting places and training facilities,
  • all county council owned and hired vehicles
  • private vehicles being used on county council business where passengers are being carried. Where we rent a building this policy will apply to all county council employees working there. Where a rented building is shared, we will request that the policy is adopted by other organisations. Additionally, employees may not smoke or vape within the home of a service user
• this policy does not apply to domestic premises, therefore employees who work from home (and smoke or vape) are outside the scope of this policy. However, where such home working involves meeting others at the employee's home, the smoker or vaper is asked to ensure that a smoke free area is available. For example, if the employee receives visitors there should be an area within the employees' house which is smoke or vape free. Employees may not smoke or vape whilst on council business at other domestic premises, for example, when visiting a client
• this policy applies indoors for county council owned premises used temporarily by employees as their ‘home’ whilst on or off duty, for example ‘fire service pods' or residential homes. All pods will be smoke free at all times, with an area in the garden or grounds identified for smoking and vaping. Only employees residing in these properties would be permitted to use an identified smoking and vaping area, and only while in residence
• this policy does not apply to county council owned premises used by adults as their 'home', whilst receiving treatment or care from services provided or commissioned by us. Local arrangements on smoking will apply and be documented in their own local policy
• this policy will apply to all county council owned premises used by children and young people 18 years and under. For example, nurseries, schools and residential care. It is illegal for a person under the age of 18 to purchase tobacco products and electronic cigarettes, therefore smoking and vaping within all council premises used by children is prohibited. Employees will need to move off site to smoke or vape
• charging of e-cig devices on council premises is strictly prohibited
• display no smoking signage in county council buildings, grounds and vehicles
• consider latest public health advice when commissioning provision of food and drink outlets and vending machines on county council premises
• review and update the policy, in line with new legislative requirements and relevant public health advice

We expect employees to:

• act in accordance with this policy
• be fit for work when performing their duties
• be aware of their responsibilities under the Health and Safety at Work Act 1974
• act in line with the code of conduct policy
• not collude with or cover up for colleagues
• be aware of the health and safety implications of being under the influence of alcohol, drugs or other substances. This includes the dangers they impose on:
  • themselves
  • colleagues
  • service users
  • members of the public
• agree to undertake drug and, or alcohol testing if it is required for them to be able to undertake their job role
• we encourage all employees to maximise their own health and wellbeing. We support them in this through our employment health and wellbeing offer. This includes an expectation that employees will consider healthier behaviours, including:
  • maintaining a healthy weight (recognising that there are a range of other factors which may influence someone’s ability to achieve and maintain a healthy weight, such as the environment, health conditions and associated medication)
  • responsible gambling
  • responsible consumption of alcohol
  • abstinence from illegal drugs
• stopping smoking where they are aware this may have a detrimental impact on their ability to do their job
• refrain from using corporate IT equipment for online gambling and visiting gambling establishments or whilst under the influence of alcohol or drugs, in line with our ICT acceptable use policy
• refrain from consuming alcohol or illegal drugs during core hours
• encourage colleagues to seek help if they experience addiction problems or wish to improve their lifestyle. They should not try to cover up or collude with colleagues to do so
• read and follow the advice supplied with any medication. Seek medical advice where appropriate, informing their manager should this risk impact on their ability to do their job
• refrain from smoking and, or vaping on all county council premises and in vehicles when on county council business
• inform their visitors that smoking and, or vaping is prohibited on all county council premises
• refrain from smoking and, or vaping during working hours or when recognisable as an employee
• report concerns or violations of this policy to their manager