Simple Guide: Supporting a smoke-free working environment

Transcription

1 Simple Guide: Supporting a smoke-free working environment

2 The law The Smoking, Health and Social Care (Scotland) Act 2005 banned smoking in public places in order to protect people from the health risks of passive smoking. This means that by law, offices, pubs, restaurants and other workplaces in Scotland have been smoke-free environments since 26 March Staff, customers and visitors are not allowed to smoke in the enclosed areas of their premises. In addition, within workplaces, employers have a duty under section 2(1) of the Health and Safety at Work Act 1974, and the Health and Safety of Pregnant Workers Directive (92/85/EEC) to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. The business case The estimated cost of smoking-related absence in Scotland including total productivity losses is estimated at approximately 400 million per annum. In addition, the resource cost in terms of losses from fires caused by smoking materials is estimated at approximately 4 million per annum. There are additional costs from smoking-related deaths and smoking-related damage to premises. Smoke-free environments should lessen the number of workplace fires started by cigarettes or discarded matches, reduce fire insurance premiums, tackle absenteeism, and reduce staff disquiet caused by potential conflict as a result of staff affected by working in a smoky environment.

3 General benefits of a smoke-free environment Passive smoking means breathing in other people s tobacco smoke. The health risks of exposure to second-hand smoke (SHS, or environmental tobacco smoke, as it is sometimes known) are clear, and it has been classified as a substantial public health hazard. The Scientific Committee on Tobacco and Health concludes that SHS has a causal effect on the development of lung cancer and heart disease, with long-term exposure causing: 24% increase in the risk of developing lung cancer 25% greater chance of developing heart disease (a major cause of heart attacks) 25 35% increased risk of an acute coronary disease event chronic respiratory symptoms and an increased risk of aggravating conditions such as asthma, allergies, bronchitis and even COPD (chronic obstructive pulmonary disease). By ensuring that working environments are smoke-free, the increased risks caused by smoking and passive smoking can be reduced. Positive examples of the benefits of smokefree environments are emerging from the evaluations of the smoke-free legislation and these include: reduced exposure to SHS reduced respiratory symptoms among bar workers following reduction to SHS exposure 17% reduction in acute coronary admissions to Scottish hospitals following the legislation. Smokers who can give up smoking completely gain optimum health benefits. As well as reducing absence from work due to smoking-related illness, a smoke-free supportive workplace can increase the success of employees who wish to quit. Giving up smoking also benefits smokers families, as they are less likely to suffer from illnesses caused by or strongly associated with SHS, and children are less likely to take up smoking if their families don t smoke. Cars and homes continue to be places of SHS exposure. E-cigarettes do not produce tobacco smoke so the risks of passive smoking with conventional cigarettes do not apply to e-cigarettes. However, although the limited evidence available suggests that any risk from passive vaping to bystanders is small compared to tobacco cigarettes, having e-cigarette vapours in the workplace may create an unpleasant environment for others or may encourage others to start using them.

4 National Institute for Health and Clinical Excellence (NICE) Guidance As part of its role in promoting and supporting evidence-informed action for health improvement in Scotland, NHS Health Scotland produced a commentary on the NICE Guidance Workplace health promotion: how to help employees to stop smoking. This commentary is intended for NHS and non-nhs professionals and employers who have a role in or responsibility for encouraging and supporting employees who want to quit smoking. The recommendations include the following: Employers should: allow staff to access stop smoking services during work hours without loss of pay develop a stop-smoking policy in collaboration with staff and their representatives, as one element of an overall smoke-free workplace policy. Employers offering on-site smoking cessation services should: ensure stop smoking support and treatment is delivered only by staff who have received training that complies with the Standard for training in smoking cessation treatments. Employees who want to stop smoking should: contact local stop smoking services, (such as the NHS stop smoking services) for information, advice and support. Policy why have a written policy? In line with NHS Health Scotland s commentary on NICE Guidance Workplace health promotion: how to help employees to stop smoking, developing and implementing a written policy will: provide staff with transparent, straightforward and simple-tounderstand guidance acknowledge the right of employees, contractors and visitors to work in a smoke-free environment identify persons responsible for its implementation explain and promote training and support available to staff clearly outline procedures with regard to non-compliance outline support and information available to employees wishing to give up be accessible and communicated to all staff.

5 Developing a policy Step 1 A positive approach Scotland has a network of comprehensive stop smoking services offering a free, evidence-based programme of treatments: Nicotine replacement therapy (NRT) Champix tablets and Zyban tablets Behavioural support, including individual or group behaviour therapy. Currently (2017), e-cigarettes are not available on prescription. There is limited evidence for the quality, safety and efficacy of their use and therefore the long-term health effects of e-cigarettes are unknown. While the promotion of stop smoking services in the workplace may have resource implications to your organisation, it is worthwhile to balance this against the benefits. These include: healthier and happier staff; both smokers and non-smokers decreased ill health retirement reduction in hidden smoke breaks increased productivity by improved staff attendance due to better health health and safety benefits, e.g. lower risk of fire damage, explosions and so on reinforces the commitment to a healthier workplace. Step 2 Coordination of policy development and consultation Staff consultation should take place regardless of the size of the workplace or organisation. Whether smoking is banned or not in your external grounds, a policy makes clear what the organisation expects from employees with regards to smoking. A good policy will also cover issues like support for those who may wish to stop smoking. Step 3 Consult employees Consideration may have to be given to some of the following issues, all of which will be at the discretion of the employer: Will an outdoor area for smokers be provided, and if so, does it comply with the law? Where would this be located? Will it put others at risk? Will this create difficulties with time away from work? Will it encourage unofficial breaks? Will employees be permitted to smoke e-cigarettes, and similar products, in the workplace or will they be banned, the same as ordinary cigarettes? Will different smoking areas be allocated to separate cigarette smokers and e-cigarette smokers? What support could the organisation provide smokers? What support is available locally? Step 4 Collect feedback and revise the policy Collect feedback on the draft policy. There may be a need to revisit some issues and to consider restating: the legislation the effects of second-hand smoke clarification on compliance reassurance and support for smokers.

6 Step 5 Inform Circulate information through all possible media available to the organisation newsletter, , intranet, noticeboards, staff memos, payslips, staff meetings, consult union or elected representatives, etc. Short seminars can be a very powerful way of dealing with any issues or concerns. It is important to ensure that all staff are clear on the policy, its implementation, timescale and compliance. Step 7 Review the policy Establish a system for monitoring and review. This could include a physical inspection of the worksite, an audit of awareness of the policy among employees, compliance levels and enforcement feedback from managers, uptake of stop smoking support. Depending on the findings of the review, the policy may need to be restated to staff. Step 6 Implement the policy Give employees notice of the revised policy and when it will be introduced. Additional support Healthy Working Lives can help you develop a policy. You can contact the national helpline on or visit the website Smokeline can support those who want to stop smoking and provide advice on local support. Contact Smokeline Stop smoking services exist throughout Scotland for those who want to, and are ready to, give up smoking. Details are available from Smokeline or from These services should also be able to provide details of local pharmacies taking part in the national pharmacy scheme /2017 NHS Health Scotland 2017 (first published 2009)