Drugs and Gaming Addiction at UiB

There is zero tolerance for performing work under the influence. In high‑risk environments this can lead to serious incidents.

If you use medication that may affect work performance, you must notify your leader for any necessary adjustments.

The university promotes attitudes that support an inclusive and caring culture.

Social arrangements must be safe and inclusive for everyone. When alcohol is served, alcohol‑free alternatives must always be available. See Lovdata for financial frameworks for hospitality in the state sector.

During representation, travel, courses, conferences, or other work‑related events, employees are expected to show moderation and behaviour that does not harm UiB’s reputation. Employees represent UiB in such contexts.

Working hours must not be used for digital gaming activities.

Use of gambling or gaming outside work must not affect work performance through time use, fatigue, or lack of attention.

Every organisation has its own culture with shared values that support organisational goals. They also have social norms that define acceptable and unacceptable behaviour.

Prevention work occurs at many levels. All employees are responsible for contributing to a safe, drug‑free working environment. Leaders must ensure employees know and follow the substance policy, and talk to employees whose behaviour raises concern.

Prevention starts with knowing UiB’s policy and keeping the topic on the agenda regularly. Annual HSE meetings are an example of an arena for participation.

Leaders must address concerns through “the necessary conversation”. Read more in the UiB guidelines for handling addiction (Akan guidelines) (NO).

All employees share responsibility for the work environment. Be a good colleague and “see” your coworkers. If you are concerned for a colleague, raise it with your leader or safety representative.

Employees struggling with substance use that impacts work may receive follow‑up under the Akan model. An individual Akan agreement can provide close support while maintaining employment.

Talk to your leader, who can offer help together with the Occupational Health Service.

Responsible for following policy, initiating conversations when needed, and considering Akan agreements with the Occupational Health Service.

Independent adviser in HSE work; follows up individual cases according to the Akan model and can refer further if needed. The service maintains confidentiality.

Coordinates UiB’s addiction prevention work. Provides information on substance use and gaming addiction. The committee is under the Working Environment Committee and includes representatives from employee organisations, employer, chief safety representative, and the Occupational Health Service.

Members in 2026

•    Leader: Kristian Carlos Botnen (Akademikerne)
•    NTL: Anne Sophie Aarestrup Krayou
•    Parat:Mona Viksøy
•    Forskerforbundet:Helge Holgersen
•    New employer representative 2026:
•    Employer: Lise Engelbreth (HR Department)
•    Occupational Health Service: Nurse Gunvor Røssland Landro
•    UHVO: June‑Vibecke Kundtsen Indrevik