New guidance has been released to help employers manage the risks of methamphetamine use in the workplace.

An information sheet from the Western Australian Department of Mines, Industry Regulation and Safety (DMIRS) has outlined how employers can identify and control the work-related factors that might contribute to methamphetamine use.

Signs that a worker might be using “meth” or “ice” include extreme tiredness early in the week, focusing difficulties, unexplained absences, mood swings, lack of concern about serious matters, and skin infections.

Employers have been urged to look for signs of drug use in workers without jumping to conclusions based on a worker’s presentation because the signs could be caused by factors like fatigue, stress, medical conditions, chemical exposure or heat.

The DMIRS said employers must not assume that an observed impairment is caused by drug use and employers do not need to make a diagnosis of meth or other drug use.

“Determining whether someone is affected by alcohol and other drugs can be difficult. Therefore, a fitness-for-work approach is recommended.”

The document explains workplace factors that can contribute to a worker’s decision to take meth, including work stress, the perceived need to improve work performance, or the need to manage fatigue from irregular rosters or long working hours.

The DMIRS have outlined the extensive negative effects of using meth, including reduced impulse control, impaired sleep for extended periods, poor information processing resulting in risk-taking, impaired motor skills, cognitive decline, increased anxiety, psychosis, high blood pressure, and heart disease.

According to the DMIRS, meth use is an increasing concern in Australia and particularly in the workplace. Workers may use the drug at work or outside the workplace but even when a person is not currently intoxicated they can have withdrawal effects that put them at risk of experiencing or causing harm.

“In the workplace, the effects of meth use on coordination, judgement and concentration mean that an affected worker cannot safely drive, operate equipment or work in an environment requiring attention to safety procedures.”

The document urges employers to control workplace stress and fatigue as far as practicable, for example through job design and workload management.

Employers should develop and implement an alcohol and other drug policy relevant to their specific workplace and its risk factors and should do so in consultation with workers and health and safety representatives.

A policy may allow for ensuring an impaired worker has safe transport home, referral to medical assistance or a requirement to take leave, as well as provide them with a clear indication of expected work performance in a given timeframe.

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