FOR EMPLOYERS
When alcohol and other substances start to affect the workplace, it is no longer a private matter – it becomes a matter of responsibility, leadership and care. We help you to not just react – but to act strategically, humanely and professionally.
Whether you’re facing an emergency or want to build a preventive system that will last over time, we have the solution. We go in where it’s most difficult – and help you all the way.
Strategy & policy
We help you create a functioning drug and alcohol policy, with clear procedures, legal advice and practical implementation.
Education & Training
Lectures and workshops for HR, managers and teams – focusing on addiction, coping and difficult conversations.
Early Detection & Assessment
We teach you how to identify risk behaviors, manage concerns and offer professional assessment by licensed staff.
Treatment & Rehabilitation
Access to specialized treatment and individual rehabilitation plans – coordinated with the employer.
Aftercare & follow-up
Structured aftercare and support for return to work – with long-term contact to reduce relapse.
Testing, crisis support & cultural work
Professional testing, emergency response to incidents and help to create an open, safe and non-judgmental
We know that you are already busy running your business. That’s where we come in. With our help, you can:
Addiction problems are not just a human tragedy – they are a business problem with significant economic consequences. Alcohol and drug-related problems are estimated to cost employers between 3 and 4% of the total annual wage bill, including social security contributions.
According to the Swedish Work Environment Authority, a two-month period of sick leave due to burnout can cost the employer almost SEK 400 000, mainly through loss of production. For key employees, the figures can be even higher.
Although addiction is common in the workplace, there is still a strong stigma attached to it. This means that many problems are detected too late. A common misconception is that addiction only affects people in vulnerable situations – but the reality is different. Studies from the US show that up to 93% of people with addiction problems have full-time employment and function seemingly normally at work. Our own estimates show that the situation in Sweden is similar.
As a manager or supervisor, you have a duty to act if you suspect addiction problems, according to the Work Environment Act. As alcohol, drug and gambling addictions are classified as diseases, it is crucial to act early and offer help before problems escalate. Continued abuse can lead to:
Prevention is also the responsibility of the manager. All workplaces should have clear procedures for detecting and managing risky use and a living policy on alcohol and drugs.
We offer concrete tools and professional support to help you:
Our interventions are individually designed and based on evidence-based practices. We combine expertise with human understanding – for the benefit of both the individual and the organization.
Early interventions are most effective, but even late treatments can have a major positive impact. Companies that dare to act win both in human and financial capital.
Your next step?
Don’t hesitate – contact us. We’re here to help you build a safe, strong and humane workplace. One that doesn’t turn a blind eye – but takes action.
Blog & Insights
A clear policy protects both the employer and the employees. It prevents ill health, reduces the risk of accidents, ensures legal certainty and contributes to a safe and productive working environment. It also signals that the employer takes responsibility for both the work environment and the well-being of the individual.
A good policy should include:
Signs can be:
Be attentive, but avoid making a diagnosis – that is not the role of the manager.
“I notice that you smell of alcohol and seem tired – is it true that you have been drinking today?”
Yes, but:
Testing is common in safety-sensitive occupations, transportation, industry and healthcare.
Yes. An employer must:
If the employer does not fulfill its rehabilitation responsibilities, dismissal can be annulled in court.
If the employer has offered help but the employee refuses, it must be be carefully documented. The employer can then:
Yes, but only after the following is fulfilled:
In this case, there may be objective grounds for dismissal or dismissal.
Yes, but the employer is responsible for health and safety outside working hours if it is a work-related event. Keep in mind that:
