Impairment in the Workplace

Common Causes

• Fatigue
• Operational factors such as workload and scheduling
• Substance use
• Certain medical treatment or medications

Effects

• Poor motor coordination
• Poor judgement and decision-making
• Distraction from tasks
• Absenteeism or reduced activity

Tips when developing an impairment policy and program

• Define impairment and address all causes.
• State if a substance is allowed on premise and, if so, under what circumstances.
• Provide training on how to identify signs of impairment and how to respond appropriately.
• Educate workers on your policies and programs, and ways the workplace can provide support, such as through an employee assistance program.
• Encourage workers to declare if there is anything that might impair their ability to work safely, or if they feel they or a co-worker may be impaired, without fear of stigma or reprisal.
• Maintain workers’ rights to confidentiality and privacy.
• Explain when accommodation will be considered, such as workers with medical needs or disabilities.
• Outline how any disciplinary actions will be conducted.

What the law says

Employers are responsible for providing a safe work environment. This duty includes developing hazard prevention programs that address workplace impairment. Some provinces and territories include provisions about impairment in their legislation. Some requirements are specific to an industry, like mining or transportation.

For more information on impairment:ccohs.ca/oshanswers/hsprograms/impairment