Healthy behaviours support policy

Managing issues

Reasonable cause

Managers will intervene if an employee is in an unfit condition when on council premises or business. This means not being capable of working in a safe or productive manner because of an issue linked to unhealthy behaviour(s).

Managers may:

  • contact emergency services if they think that someone is in immediate danger
  • provide alternative duties or remove the employee from occupational duties
  • meet with the employee to discuss concerns
  • refer the employee to occupational health for a medical assessment
  • refer the employee to the screening company for immediate same-day testing
  • escalate to human resources for further advice if they believe a crime has been committed or to safeguard vulnerable adults and children, in line with other relevant policies
  • conduct a written risk assessment of the impact on the employee, colleagues, customers and organisation
  • signpost or refer employees to relevant self-help and support services

Management referrals and signposting

If a manager believes an employee might have a drug or alcohol problem, the following procedure must be followed:

  • the manager meets with the employee to discuss their observations and views. The manager should avoid any judgement as to whether the person has a problem. They must give the employee the opportunity to admit to any problem. Strict confidentiality must be maintained. Meetings should be clearly documented
  • The manager refers the employee to occupational health for assessment and further discussion with regard to:
    • the circumstances that have led to the suspicion of substance use
    • an alcohol or drug screening procedure (if required)
  • if needed, the employee will be offered further advice and counselling. They will be referred for specialist treatment. Should the employee refuse the offer of further assistance, disciplinary action may be considered
  • the line manager and employee will have further update meetings whilst treatment is ongoing. If appropriate, the manager will obtain further advice from occupational health

If a manager suspects harmful gambling, they should:

  • meet with the employee to discuss concerns, avoiding judgement and maintaining confidentiality. Meetings should be clearly documented
  • make reasonable adjustments, such as:
    • restricted access to organisational funds
    • restricted access to certain websites
    • changes to mobile working or location. This will reduce opportunities to gamble or avoid triggers to relapse
    • utilise payroll arrangements to support the employee to limit financial losses and allow reasonable time off to attend appointments
  • signpost employees to relevant self-help and support services (see below for list of support services available)

If an employee wishes to address their weight or smoking status, then immediate support should be given. The manager should:

  • discuss how the behaviour is impacting on their work and life and what help the employee requires
  • signpost the employee to:

In all cases, managers may allow reasonable paid time off to attend appointments with professional and, or clinical organisations which support people to address issues relating to:

  • smoking
  • drugs and alcohol
  • gambling
  • weight

The following services are in scope of those which employees may access as part of this support:

  • One You Lincolnshire (smoking and tier 2 weight management)
  • Lincolnshire Recovery Partnership (drug and alcohol treatment services)
  • GamCare East Midlands or the NHS East Midlands Gambling Harms Service (gambling related harm)

Any time off to attend appointments must be allowed having first referenced the ‘dental, medical and hospital appointments’ section of the leave and time off policy.

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