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Smoking - it’s time to quit
14/06/2007
With the ban on smoking in enclosed workplaces coming into force on 1 July 2007, businesses have little time to produce a solution that addresses all smoking and non-smoking employees’ rights and complies with the legislation.
However, smoking isn’t just about the ban. The ban exposes a wider issue, which is the essential role that employers should and can play in helping their staff improve their health – in this case, helping them to give up smoking.
It’s time to look beyond the narrow focus of the ban itself to explore how an employer can help staff improve their health in order to retain them as valuable members of their business.
The smoking ban is a good opportunity to offer staff help and support to improve their health and well-being. An increasing number of employers offer holistic packages of occupational health, work life balance, information and counselling services to their staff as part of a wider employee assistance programme (EAP). Where an EAP is in place employees should be encouraged to use it as it can provide independent and professional guidance and support, helping them to find a way forward, both practically and emotionally.
Philip Georgiou, consultant at well-being experts ICAS explains: “Smokers who get professional help are four times more likely to quit successfully than people who try willpower alone.
“The popular belief is that it’s very difficult to stop smoking. It is tough, but it is not the most difficult thing to overcome. At ICAS we are offering a new ‘Time to Quit’ programme which is easy to implement in the workplace. The programme combines training for managers with motivational presentations delivered in-house, and buddy systems, regular meetings and support packs for employees. The key to success lies in strong peer support coupled with an awareness of personal trigger points which help people prepare ahead and avoid replace situations. Advice on how to manage cravings is also important.”
Providing ongoing support will also be invaluable to employees trying to improve their health. Offer assistance where reasonably practicable, for example time off work to attend appointments with support groups. Consider your organisation’s policies and culture – do these promote a pro-active approach to wellbeing, perhaps via a workplace healthy living education programme?
The challenge facing all employers today is to achieve high productivity and low costs, whilst attracting, retaining and developing staff. If you focus on your employees’ well-being, you could reap dividends in terms of loyalty and productivity.
Employers that fail to comply with the law could be fined between £200 and £1,000 for failing to display 'no smoking' signs, and between £200 and £2,500 for failing to enforce the ban. Employees could face a £50 penalty for flouting the ban.
- © ICAS