Going Smoke-Free

Smoke Free workplaces mark a huge cultural shift for England, and this will most likely be reflected in your company.

Going smoke free is not just about paying lip service to the legal aspects of the Health Act 2006. There is a lot to think about, plan, decide and implement, and it needs to be done efficiently if you want to make it work.

As so many variables are involved, going smoke free could have very different consequences depending on your strategy. These consequences could affect company culture, staff-turnover, perception of management, customers, and even revenue.

The sooner you start planning, the better

It takes time to implement a successful smoke free policy. Depending on the size of your company, you may want to consult your staff. Communications strategies will need to be implemented, which may include a gradual development and integration of messages. Time needs to be allowed for the finer details to be realised and effectively managed. And you may want to pilot some smoke-free initiatives to evaluate the outcomes whilst you still have time.

Remember also that issues and stories in the media surrounding smoking bans are going to continually emerge until the summer. Your staff will be forming their own opinions, strategies and excuses before the smoking bans - so you need to act now to ensure everyone is on the same page.

Do you need to create a Smoke Free Policy?

Depending on the size of your company, it is highly recommended. A Smoke Free Policy gives an opportunity to communicate a very clear strategy and outline about how you are going to manage going smoke free. It leaves no room for ambiguity, rumour or distortion.

A smoke free policy also provides working proof that you have taken reasonable steps to prevent smoking in the workplace. Should you be investigated by environmental health officers and a issued a potential penalty, a well written and implemented policy could prevent a hefty fine.

You will need to carefully consider:

Communications:
- What will be your key messages?
- How soon will you begin putting them across?
- What channels will you use?
- How will you evaluate their reception?
Strategy:
- Will you do the minimum required or have complete smoke free grounds?
- Who will you include in the development of the policy?
- Which groups or individuals will you consult?
- What are the potential consequences, and how will they be managed?
- What structures need to be changed - smoking rooms taken out, or shelters installed?
Enforcement:
- How will you enforce the policy?
- How will you manage the threat of enforcement without causing tension?

Don't underestimate the smoking addiction

If you aren't a smoker yourself, make sure that you don't underestimate the effect that a smoke free workplace will have on smokers. Smoking is a very real and powerful addiction, which forms an integral part of the daily routines of millions of people. Changing the habits of smokers is not something that a Smoke Free Policy will change on its own - much more is involved if you want to make the most of the new legislation.

Going smoke free is an ideal opportunity to provide the necessary support to help any of your smoking employees to quit, if they choose to. Particularly if you choose to go completely smoke free including the grounds, it is only fair to offer support to those who want to quit smoking. Whilst you could provide literature or information about local support groups, if you really want to make a difference you could take advantage of professional quit smoking psychology services.

This is only a handful of the variables you will need to consider when going smoke free. It isn't as complicated as it seems when you follow a clear and logical path - and once you are on your way to developing an effective smoke free policy, the benefits of the new legislation can be realised.

Click here to learn more about creating a successful Smoke Free Policy.