Impairment in the workplace
Last updated: September 7, 2021
Get answers to questions about impairment in the workplace in the BC Public Service.
On this page
- What is impairment?
- What is 'fit for duty'?
- Supervisor responsibilities
- Employee responsibilities
- Resources
- Contact us
Frequently asked questions
Employees
Managers and supervisors
What is impairment?
The BC Public Service promotes a safe and healthy workplace that supports employee well-being.
Impairment in the workplace can affect workplace health, safety and operations and can come from many different sources, including:
- Prescription drugs
- Medications and over the counter drugs
- Alcohol
- Cannabis
- Medical conditions
- Illicit drugs
- Fatigue
What is 'fit for duty'?
In the BC Public Service, 'fit for duty' is defined as:
“a physical, mental and emotional state which enables employees to perform their job tasks competently and continuously in a manner which does not compromise the integrity of the BC Public Service or create a safety hazard to themselves or others.”
All BC Public Service employees must be fit for duty at all times during work.
In accordance with the Standards of Conduct, employees cannot be impaired and must be fit for duty when they commence work and anytime during their work including returning from breaks.
Impairing substances or conditions affect individuals differently.
Employees must be aware of how substances or conditions affect them specifically, including being aware of how long the effects of an impairing substance or condition may last for them, so they are not impaired while working. This includes ensuring that substances used during off work hours do not have any impairing effects while at work.
Supervisor responsibilities
If you're a supervisor, you are expected to:
- Be knowledgeable about and comply with:
- Ensure employees are aware of and understand the Standards of Conduct, Human Resources policy 04, and the Occupation Health and Safety Regulation
- Understand ‘fit for duty’ as it applies to your workplace and recognize the signs of impairment
- Have timely conversations with employees if they show signs of impairment and/or substance use dependency
- Take action when an employee reports impairment or you observe signs of impairment
- Be familiar with the resources and supports available to assist you
Employee responsibilities
Promoting workplace health and safety is a shared responsibility.
To ensure everyone’s safety, all BC Public Service employees must:
- Read, understand and comply with the Standards of Conduct
- Read, understand and comply with BC Public Service Human Resources Policy 04 - Occupational Safety and Health (PDF, 216KB)
- Report if they may be impaired, or not fit for duty to their supervisor
- Report if they observe an employee who may not be fit for duty
If you have any questions about workplace impairment, talk with your supervisor.
Employees
Managers and supervisors
- Impairment in the Workplace: Questions & Answers for Managers & Supervisors (PDF, 224KB)
- Supervisor's Guide to Recognizing & Managing Impairment in the Workplace (PDF, 376KB)
Meeting in a Box: Facilitating the conversation about impairment in the workplace
Get the tools you need to have an engaging and productive conversation about impairment in the workplace.
Non-medical cannabis facts and resources
- Get Cannabis Clarity (Government of British Columbia)
- Cannabis in Canada: Get the Facts (Government of Canada)
- Cannabis (World Health Organization)
- Substance use & impairment in the workplace (WorkSafeBC)
Can’t find what you need? Submit an AskMyHR (IDIR Restricted) service request.
If you're a government employee without an IDIR, call the BC Public Service Agency to submit your service request.
