Addictions in the workplace was an issue featured prominently in the 2024 edition of the , published by Chamber of Employees (CSL) in February. And with good reason, as the risk associated with alcohol consumption affects around one in two employees (49%), rising with managers (65%). As many as 16% of managers are at a high or very high risk.

And let’s not forget that almost one in four employees (24%) are smokers, a proportion that rises to 36% among younger employees, and that the self-reported rates for using cannabis (0.5%) or other drugs (0.3%) at work are suspiciously low.

All of the above explains why the National Centre for Addiction Prevention (Centre national de prévention des addictions or CNAPA), a partner in the study carried out for the CSL last year, is calling for greater efforts. We take stock of the situation with Anna-Marie Herdtle, a specialist in addiction prevention and health support at the CNAPA.

Paperjam: What are the legal obligations of Luxembourg companies in terms of preventing and combating addictions under the labour code?

Anna-Marie Herdtle: At a legislative level, here in Luxembourg, there is a shared responsibility between the employer and the employee in terms of health and safety at work, which is set out in various pieces of legislation.

Article L.312-1 of the labour code requires employers to ensure the health and safety of their employees in all aspects of their work, including the prevention of occupational risks--and addiction prevention is part of the management of work-related risks--by taking collective protection measures in preference to individual protection measures. Employers are also entitled to prohibit the consumption of alcohol by their employees in the workplace.

Article L.313-1 of the labour code requires all workers to take care, according to their abilities, of their own safety and health, as well as that of other people affected by their actions or duties at work. At the same time, employees must report any work situation that presents a serious and immediate danger to their safety and health to the employer or to designated workers. Pursuant to this article, employees have an obligation to warn others in the event of the consumption of alcohol or drugs in the workplace.

What practical measures should employers put in place to prevent addiction in the workplace?

We often observe that addiction prevention in companies is reduced to informing and raising awareness among employees. But this is not enough, either from a legislative or scientific point of view. What is needed are structural or collective measures, which we recommend that companies put in place. These recommendations are based on the quality standards for addiction prevention in companies developed in our neighbouring countries, which have proved to be effective.

Our recommendations: assess the psychosocial risks; introduce an internal regulation with an action guide or procedure to anchor the idea of early intervention and caring in your company; train the key people in the company (designated workers, health and safety delegates, HR staff, managers, etc.); support employees returning to work after therapy; take part in public actions to support destigmatisation (e.g. Alcohol Action Week, Mental Health Week, Dry January).

Are there any specific obligations or recommendations regarding the training of managers and employees on addiction-related risks?

Training for managers and employees should be part of an overall strategy to prevent addictions in the workplace. It is important that structural conditions have already been created, such as internal regulations with an action guide on which all training offers are based.

Are companies allowed to test their employees for addictive substances? If so, under what conditions?

If alcohol and drug tests are to be carried out, they must also be provided for and published in the internal regulations.

What is an employer’s responsibility if they find that an employee is suffering from an addiction that affects their work?

Secure the person concerned and contact a doctor if necessary: emergency service, GP, occupational physician.

As a colleague: inform your line manager.

As a line manager: carry out a short interview and take note of observations with a third party observation. Gather evidence.

If the employee denies the facts, a medical examination may be carried out, but only at the employee’s own request.

Take the employee home or call a relative. Under no circumstances should the employer allow the employee to return to their vehicle.

Schedule the first interview with the employee before they return to work. They must be sober.

We recommend that the procedure should also be included in the internal regulations.

What solutions exist to help an employee in difficulty? Does the company have a role to play in supporting them?

Companies play an important role in the early detection of issues and in getting the affected person professional help. Companies are supported in this by their relevant occupational health service. Companies can also provide their employees with information about specialist advice centres. The CNAPA provides information collected for this purpose.

Have you seen any changes in workplace addictions (alcohol, drugs, gambling, screens, etc.) in recent years?

Unfortunately, there is currently no systematic collection of public figures within the company, which we very much regret. We would like the initiative taken last year by the CSL--to collect figures in a company context--to be taken up again and continued systematically.

Are certain sectors or types of company more affected by the problem of addiction in Luxembourg?

The Quality of Work Index 2024, a representative survey of employees in Luxembourg, showed that when it comes to risky and dependent alcohol consumption, the following sectors are most affected: financial and insurance activities, construction, and industry. At the same time, the figures also show that people in managerial positions are particularly affected by problem drinking. Overall, the figures show that employees’ mental workload has increased significantly.

What regulatory developments or initiatives could be put in place to step up the fight against addiction in the workplace?

An important first step towards preventing addiction in the workplace is to incorporate the assessment of psychosocial factors into existing workplace risk assessments. We are not yet sufficiently active in this area in the grand duchy of Luxembourg, despite the fact that mental health plays an important role in the work context. We are working to ensure that psychosocial health issues are taken more into account and that pragmatic solutions can be made available to companies for the assessment of psychosocial factors and the implementation of appropriate measures.

This article in French.