Does workplace addiction counselling help with cannabis use at work?

Workplace addiction counselling can help employees when alcohol, drugs or medication are affecting their working life. You will usually learn whether your workplace has an offer, and whether it includes cannabis, from the HR department, the works council (Betriebsrat) or your line managers.

What workplace addiction counselling provides

The DHS describes a differentiated support system for addiction in the workplace. Within the workplace, employees, addiction helpers working full-time, part-time or voluntarily, and managers and personnel officers deal with the topic. As possible measures, the DHS names prevention and health promotion, company agreements, information and training, early detection and first steps, intervention in addiction problems, and referral to further help.

The DHS refers to risky use of alcohol, illegal drugs or medication. It does not single out cannabis. Whether your workplace advises on cannabis, you will find out there. According to the DHS, speaking up early helps to get addiction-related problems under control and can keep problematic use from becoming chronic.

Who can be a contact in the workplace

The DHS directs its information on addiction in the workplace at these groups:

• Managers and staff responsible for personnel
• Employee representatives
• Addiction officers and workplace addiction helpers
• Contact persons in the workplace
• Employees, and colleagues of those affected

On the website sucht-am-arbeitsplatz.de, the DHS offers, according to its own information, conversation guides and practical models from workplace addiction prevention. To find out how your workplace organises this task, ask HR or the works council.

Confidentiality and data protection at work

The most important question for many employees is: will my employer find out? The answer depends on the model. A workplace contact person should give an assurance of confidentiality and explain which information they pass on. Before the first conversation, ask exactly what is stored and who has access.

You do not have to give all the details in the first conversation. Describing the situation is enough. If you are unsure, you can get advice anonymously outside the workplace: DigiSucht describes its counselling on cannabis as anonymous and free of charge.

When cannabis puts work at risk

The DHS describes how addiction problems can show up as falling work performance, mistakes, frequent absence and even accidents. According to drugcom, substantial brain damage is not to be assumed with cannabis. However, brain performance suffers as use continues for longer and becomes more intense. Anyone who notices mistakes in their own work should not wait until an accident happens.

In road traffic a separate limit applies: under section 24a, subsection 1a, of the Road Traffic Act (Straßenverkehrsgesetz, StVG), it is an administrative offence to drive a motor vehicle with 3.5 ng/ml or more of tetrahydrocannabinol (THC) in the blood serum. What is decisive is the value at the time of the journey, and the time of use is irrelevant. This also applies to the journey to work. An overview of the rules is on the road traffic topic page.

How to take the first step

The first step is a conversation. You can contact the workplace contact person, ask the HR department or contact an external counselling centre directly. It helps to note beforehand what has changed and what help you would like.

The DHS names employee representatives as a target group for its information on addiction at work. You can ask them about the process. An overview of contact points is given in the article Where can I find an addiction counselling centre for cannabis?

Questions of employment law

Whether you have to fear consequences under employment law when you have problems with your use depends on the individual case. It is a question for a specialist with employment law experience, such as a specialist lawyer for employment law (Fachanwältin or Fachanwalt für Arbeitsrecht). If you feel pressured in a conversation, you can ask to pause it and agree on a new appointment. A short note on the process helps you later know what was discussed.

What managers can do

The DHS names falling work performance, mistakes and frequent absence as warning signs. Managers should lead the conversation objectively and base it on specific observations. Assumptions about use are difficult, because they can easily be wrong. Managers should not make diagnoses. Their task is to open the way to help.

According to the DHS, under section 5 of the Occupational Safety and Health Act (Arbeitsschutzgesetz, ArbSchG), managers must identify and assess the hazards to their employees, including psychological strain. The DHS provides practical aids for managers and tips on talking with colleagues free of charge.

The DHS names company agreements as a possible measure. Ask whether there is a concept or agreement that sets out which unit provides information and how conversations are documented.

What you can do now

First find out whether your workplace offers addiction counselling. Ask HR or the works council without giving personal details straight away. If there is no internal offer, you will find external services in your region. If you already have problems at work, seek the conversation early. The DHS sees speaking up early as a way to get addiction-related problems under control.