Q: Can we use substance testing at the workplace?

In Norwegian legislation, employees’ privacy is highly valued, and the employer’s opportunity to demand substance testing of employees is very limited. We distinguish between two types of testing: control samples and medical samples. Chapter 9 of the Working Environment Act regulates the possibility of taking control samples. For some occupational groups there are separate laws on mandatory abstinence and separate regulations for how testing may be carried out, for example the Health Personnel Act §8 and the regulation on mandatory abstinence for health personnel. Medical samples are substance tests that can be taken in connection with support measures and treatment. Procedures for how testing should be carried out are set out by the Norwegian Directorate of Health: IS-2231, Procedures for substance testing.

Question 1

What is Akan?

Accepted Answer

Akan stands for Arbeidslivets kompetansesenter for rus- og avhengighetsproblematikk (the Norwegian centre of expertise for substance use and addiction in working life), and is Norway&#8217;s only centre of expertise for preventing and managing problematic use of substances and gambling in working life. We assist organisations with expertise, tools and advice to create safe and inclusive workplaces. The centre is located in Dronningens gate in Oslo, but we assist organisations all over Norway with guidance and courses. Akan is also a model for preventing and managing substance- and gambling-related challenges, aiming for early intervention, support and accommodation. The Akan model is a practical and structured three-step model for Norwegian organisations that want to create a safe, inclusive and productive workplace.

Question 2

What kinds of organisations can use Akan?

Accepted Answer

All types of organisations – regardless of industry, size or sector – can use the Akan model and the services of Akan Competence Centre. The goal is to have good routines for preventing and managing substance- and gambling-related challenges – and to take care of both the working environment and individuals. Akan Competence Centre enables you to prevent and manage problematic use.

Question 3

What is the Akan model, and how does it work?

Accepted Answer

The Akan model is a knowledge-based, practical and structured three-step model for Norwegian organisations that want to create a safe, inclusive and productive workplace. It gives you a concrete and systematic method for preventing and managing substance- and gambling-related challenges, aiming for early intervention, support and accommodation. The Akan model is based on cooperation between the employer and employee sides, with the intention of finding opportunities that take care of employees who develop substance or gambling problems. The Akan model can be summarised in three steps: The organisation formulates a policy for substance use and gambling Make managers confident in having the necessary conversation Offer help through individual Akan agreements to those who develop a problem

Question 4

What is an Akan agreement?

Accepted Answer

An individual Akan agreement is an offer from the employer to an employee with substance or gambling challenges. The goal is to provide support and help while the job is retained. The agreement is voluntary, and may come after a rule breach, a concern, or because the employee themselves asks for help. It is important to look after both the employer&#8217;s responsibility for health, safety and the environment, and the employee&#8217;s need for follow-up. Each agreement is adapted to the individual&#8217;s situation, because every person and every challenge is different. The Akan agreement is built on cooperation and trust, and is meant to make it easier to get help in a difficult situation.

Question 5

Do you need to have a problem to contact Akan?

Accepted Answer

You do not need to have a problem to contact Akan Competence Centre. The same applies to contacting someone in your organisation with knowledge of Akan. We are available to answer questions, give advice and support – whether you are unsure, worried about a colleague, or want to prevent challenges related to substances and gambling. You can also get help preparing and carrying out conversations, or creating good routines. You can contact our helpline anonymously. Akan Competence Centre is there for both employees and managers. It is wise to get in touch early – simply wondering about something is reason enough.

Question 6

What do I do if a colleague or employee seems intoxicated?

Accepted Answer

If a colleague or employee seems intoxicated at work, it is important to speak up and act. Here is a suggestion for what you can do: Think safety first: if you are a manager, stop the work if there is danger to the person or others. Assess the situation and the employee&#8217;s fitness for work. Send the person home safely, and follow up afterwards. As a manager you have the right to manage. If you are not a manager, notify the nearest manager. Talk to the person as soon as suitable after the incident. Say what you saw, without accusing. For example: &laquo;I observed that you were unsteady and spoke unclearly. I became worried about you and about the work situation.&raquo; Write down what happened, and follow up. Consider a response in line with internal procedures. The manager can offer help, for example through an individual Akan agreement. Ask for advice if you are unsure – talk to the Akan contact, HR or the occupational health service. You can also call Akan Competence Centre&#8217;s helpline on 22 40 28 00.

Question 7

What kinds of courses does Akan offer?

Accepted Answer

Akan Competence Centre offers various courses that help your workplace prevent and manage challenges related to alcohol, illegal substances and gambling. We offer courses adapted to different roles such as managers, HR, safety representatives, union representatives, Akan contacts and occupational health services. We have open courses (in Norwegian), and company-internal courses adapted to your organisation&#8217;s needs — these can be held in English by arrangement. Several of our courses are offered both in person and digitally. In addition, we offer webinars and themed courses, and we give talks at seminars and conferences. See our guidance page for how to arrange courses in English.

Question 8

Which digital tools does Akan offer?

Accepted Answer

Akan Competence Centre offers several free digital tools to support preventive work: Pulse check Helps organisations map and evaluate their own substance- and gambling-prevention work. The drink chat A conversation tool that facilitates reflection and discussion about alcohol use in social situations at the workplace. Dilemma tool Short films presenting dilemmas related to alcohol, illegal substances, medications and gambling. Facilitates reflection and discussion at the workplace. Akan på 1-2-3 (app) A free app with concise information about the Akan model and measures for preventing and managing substance and gambling problems at the workplace. Available in the App Store and Google Play.

Question 9

Can we use substance testing at the workplace?

Accepted Answer

In Norwegian legislation, employees&#8217; privacy is highly valued, and the employer&#8217;s opportunity to demand substance testing of employees is very limited. We distinguish between two types of testing: control samples and medical samples. Chapter 9 of the Working Environment Act regulates the possibility of taking control samples. For some occupational groups there are separate laws on mandatory abstinence and separate regulations for how testing may be carried out, for example the Health Personnel Act §8 and the regulation on mandatory abstinence for health personnel. Medical samples are substance tests that can be taken in connection with support measures and treatment. Procedures for how testing should be carried out are set out by the Norwegian Directorate of Health: IS-2231, Procedures for substance testing.

Question 10

How do we get started with Akan in our organisation?

Accepted Answer

There are several ways to start the Akan work. Some start by mapping the risk if someone is under the influence at work, behaves unacceptably in social situations where you drink alcohol together, or develops a substance or gambling problem. Others start by formulating a policy for substance use and gambling. In any case, it is important to agree on the purpose behind the Akan work and communicate it clearly. Use Akan Competence Centre&#8217;s free tools, templates and guidance. Need help? Contact us — our first visit to your organisation is free.

Question 11

Do we have to be a member of Akan?

Accepted Answer

No, Akan is not a membership organisation. Akan Competence Centre is owned by NHO, LO and the state, and assists all organisations that wish it with guidance, courses and tools. Contacting us is non-binding.

Question 12

What tasks does an Akan contact have?

Accepted Answer

The Akan contact is a representative of the employees and is often appointed for two years at a time by the working environment committee or another cooperative body. The Akan contact&#8217;s role has several parallels to the safety representative&#8217;s role in preventive work, so it can be practical to combine the two functions. The organisation can appoint one or more resource people for the preventive work. Some organisations choose to have dedicated Akan contacts as a driving force and adviser. They should: Have knowledge of the Akan model and the available measures Know the organisation&#8217;s policy and handling of breaches Be available to both managers and colleagues who want to consult Be active with information and training in the preventive work, in cooperation with the others in the committee

Question 13

What tasks does the Akan committee have?

Accepted Answer

The Akan committee is a working group responsible for the practical Akan work in the organisation and sits under the working environment committee. Already established committees, such as HSE committees, can serve as such a group. The working group is responsible for prevention aimed at everyone in the organisation, and also at relevant groups and risk situations. For individuals, the committee is responsible for developing and informing about the handling of individual cases. The committee should not, however, handle individual Akan agreements, as that is a manager&#8217;s responsibility. Tasks: Plan, organise, carry out and update the preventive work Ensure key people get the necessary expertise Carry out information and attitude-building work aimed at all employees Prepare annual action plans Report on the committee&#8217;s activities to the working environment committee

Question 14

I have a gambling problem – what do I do?

Accepted Answer

Thank you for sharing and for seeking help — that is an important first step. Here are suggestions for what you can do: Talk to someone you trust. The most important thing is not to carry this alone. You can for example talk to: A colleague, manager, or HR (if you feel safe) The Akan contact at work, if you have one The company doctor (if your organisation has an occupational health service) Your GP – they have a duty of confidentiality and can refer you to the right help You can call Akan Competence Centre&#8217;s helpline on 22 40 28 00 — you will meet an adviser you can talk to, and the guidance is anonymous and free. You can also call the Helpline for gambling addicts on 800 800 40 — anonymous and free guidance from health personnel specialised in gambling problems. The most important thing is to do something now, before it possibly goes further. Asking for help is a sign of strength and responsibility.

Question 15

I have a substance problem – what do I do?

Accepted Answer

Thank you for sharing and for seeking help — that is an important first step. Here are suggestions for what you can do: Talk to someone you trust. The most important thing is not to carry this alone. You can for example talk to: A colleague, manager, or HR (if you feel safe) The Akan contact at work, if you have one The company doctor (if your organisation has an occupational health service) Your GP – they have a duty of confidentiality and can refer you to the right help You can call Akan Competence Centre&#8217;s helpline on 22 40 28 00 — anonymous and free guidance from an adviser The most important thing is to do something now, before it possibly goes further. Asking for help is a sign of strength and responsibility.

Question 16

How can I connect with Akan?

Accepted Answer

We recommend calling our helpline 22 40 28 00 and talking to one of our advisers. It is non-binding, and you will get advice and guidance on how to proceed with your specific issue. You can also ask your manager, HR, union representative or safety representative at your workplace whether you use the Akan model, and if so how you can proceed.

Question 17

Is Akan required by law?

Accepted Answer

No, working according to the Akan model is not required by law. Organisations that use the Akan model do so by their own choice, with agreement and anchoring between the employer and employee sides.

Question 18

What should a policy contain?

Accepted Answer

A policy for substance use and gambling should describe the organisation&#8217;s attitude to the use of alcohol, illegal substances, medications and gambling during work, in work-related situations, and in free time that has negative consequences for the workplace. The policy should describe its purpose and reflect the organisation&#8217;s values. Some occupational groups are subject to separate laws and regulations, and this will affect the content of the policy. Some organisations have stricter security clearances that will also affect the policy.

Question 19

I'm an Akan contact and going to give a talk. Any tips?

Accepted Answer

Great that you are giving a talk as an Akan contact – it is an important role everyone in the organisation should know about. Here are some tips for content and form: Show a film from the Dilemma tool. It is a good starting point for a discussion about how you want things to be, or how to handle dilemmas related to substance use and gambling. There is no single right answer to the dilemmas, but they create room for reflection and are a way in to presenting your policy if you have one. Show your policy for substance use and gambling, and explain the purpose of the Akan work in your organisation. Emphasise that it is about being an inclusive and caring workplace that sees opportunities for employees who may develop problematic use. Inform your colleagues and managers about how to proceed if they are worried about a colleague or experience unpleasant incidents, and whom they can contact for help. This can help lower the threshold for raising concerns early.

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