The majority of organizations do not have formal policies against hiring smokers. The most common smoking policy designates specific outdoor smoking areas, though this has decreased in recent years. Smoking policies are typically communicated through employee handbooks, orientations, and signs. Most organizations take disciplinary action like warnings for smoking policy violations. Around 20% offer health insurance discounts for non-smokers or those in cessation programs.

1. SHRM Poll: Smoking Policies in the Workplace
March 19, 2012

2. Key Findings
 Do organizations have a formal policy against hiring smokers? The majority of organizations (95%) do not
have a formal policy against hiring smokers and have no plans to implement such a policy. Only 2% of
organizations currently have a formal policy against hiring smokers, while 3% of organizations plan to
implement such a policy within the next 12 months.
 What smoking policies do organizations have in place? The most common smoking policy that
organizations have in place is one that designates specific smoking areas outside of the common areas
(58%). The prevalence of this policy decreased from 2006 (74%) and 2004 (72%). Other policies include
offering a smoking cessation program (44%) and enforcing written a policy that states smoking in
undesignated areas may result in termination (27%).
 How are smoking policies communicated? More than two-thirds of organizations convey their smoking
policies through employee handbooks/manuals (70%), 60% through new employee orientations and 58%
through “no smoking/smoking” signs and/or posters in designated areas.
 Do organizations offer employee health insurance discounts for non-smokers or those in smoking
cessation programs? 20% of organizations offer this type of health insurance discount to employees. Of
these organizations, 10% offer the discount to non-smokers only, 8% offer the discount to both non-smokers
and participants in smoking cessation programs, and 2% offer the discount only to participants in smoking
cessation programs. Larger organizations (25,000 or more employees) are more likely to offer employee
health insurance discounts to non-smokers compared with smaller organizations (1 to 2,499 employees).
Smoking Policies in the Workplace ©SHRM 2012 2

3. Key Findings
 What types of treatments do organizations offer in their smoking cessation program? More than half of
organizations provide individual counseling (57%), nicotine replacement therapy (55%) and/or cessation
medications (53%).
 Do organizations impose disciplinary actions against employees who violate the smoking policy? Of the
organizations that have smoking practices/policies, nearly three-quarters (74%) take disciplinary actions
against employees who violate the organization’s smoking policies. The majority of organizations give a
verbal warning (77%) or a written warning (63%). Almost one-half of smoking policy violations result in
termination (41%).
Smoking Policies in the Workplace ©SHRM 2012 3

4. Does your organization have a formal policy against hiring smokers?
3% 2%
No, and we have no plans
to implement such a policy
No, but we have plans to
implement such a policy
within the next 12 months
Yes
In 2006, 1% of organizations
indicated that they had a
formal policy against hiring
95% smokers, while in 2004, 0% of
organizations indicated
having a formal policy against
hiring smokers.
Note: n = 495 (2012); n = 523 (2006); n = 270 (2004). In 2006 and 2004, the question was asked as part of the policies question on slide 5. An asterisk (*)
indicates data are not available for these response choices in 2006 and 2004. Respondents who answered “Not sure” were excluded from this analysis.
Smoking Policies in the Workplace ©SHRM 2012 4

5. Does your organization have any of the following practices/policies related to
smoking?
2012 2006 2004
(n = 516) (n = 523) (n = 270)
Have designated smoking areas (outside of common areas) 58% 74% 72%
Offer a smoking cessation program 44% 36% 32%
Have written policies that state that smoking in undesignated areas may
27% 26% 17%
result in termination
Have policies that limit the number of breaks employees can take during
26% 32% 27%
the day
Ban smoking in the workplace (both inside and outside the building) 26% 20% 19%
Charge higher health care premiums for smokers 17% 7% 5%
Charge higher life insurance premiums for smokers 8% 2% *
Prefer to not hire smokers 5% 7% 4%
Participate in smoke-out days 5% * *
Ask about potential employees’ smoking behavior in the recruiting process 3% 3% 2%
Other 9% 5% 6%
My organization does not have any practices/policies related to smoking 7% * *
Note: Percentages do not total 100% due to multiple response options. An asterisk (*) indicates that data are not available for the response option.
Respondents who answered “Not sure” were excluded from this analysis. Smoking Policies in the Workplace ©SHRM 2012 5

6. Does your organization have any of the following practices/policies related to
smoking?
Comparisons by organization staff size
Larger organizations (25,000 or more employees) are more likely to offer a smoking cessation program, compared with smaller
organizations (1 to 24,999 employees).
Smaller organizations Larger organizations Differences based on organization size
1 to 99 employees (20%)
100 to 499 employees (38%)
25,000 or more employees (85%) Larger organizations > smaller organizations
500 to 2,499 employees (48%)
2,500 to 24,999 employees (58%)
Larger organizations (25,000 or more employees) are more likely to charge higher health care premiums for smokers, compared
with smaller organizations (1 to 2,499 employees).
Smaller organizations Larger organizations Differences based on organizational size
1 to 99 employees (3%)
100 to 499 employees (11%) 25,000 or more employees (44%) Larger organizations > smaller organizations
500 to 2,499 employees (16%)
Smoking Policies in the Workplace ©SHRM 2012 6

7. Does your organization have any of the following practices/policies related to
smoking?
Comparisons by organization staff size
Smaller organizations (1 to 99 employees) are more likely to have no practices/policies related to smoking, compared with larger
organizations (500 to 24, 999 employees).
Smaller organizations Larger organizations Differences based on organization size
500 to 2,499 employees (3%)
1 to 99 employees (16%) Smaller organizations > larger organizations
2,500 to 24,999 employees (4%)
Comparisons by organization sector
Nonprofit organizations are more likely to ban smoking in the workplace (both inside and outside the building), compared with
privately owned for-profit organizations.
Organization sector Differences based on organization sector
Nonprofit (39%) Privately owned for-profit (23%) Nonprofit > privately owned for-profit
Publicly owned for-profit organizations are more likely to charge higher health care premiums for smokers, compared with privately
owned for-profit and nonprofit organizations.
Organization sector Differences based on organization sector
Privately owned for-profit (14%) privately owned for-profit,
Publicly owned for-profit (31%) Publicly owned for profit >
Nonprofit (9%) nonprofit
Smoking Policies in the Workplace ©SHRM 2012 7

8. How are smoking policies communicated throughout your organization?
Employee handbooks/manuals 70%
New employee orientation 60%
"No smoking/smoking" signs and/or 58%
posters in designated areas
Supervisors/management 42%
Organization's intranet 25%
Word of mouth 23%
Other 8%
Note: n = 473. Only respondents whose organizations had practices/policies related to smoking were asked this question. Respondents who answered
“Not sure” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Smoking Policies in the Workplace ©SHRM 2012 8

9. How are smoking policies communicated throughout your organization?
Comparisons by organization staff size
Larger organizations (100 or more employees) are more likely to communicate their smoking policies through “No
smoking/smoking” signs and/or posters in designated areas, compared with smaller organizations (1 to 99 employees).
Smaller organizations Larger organizations Differences based on organization size
100 to 499 employees (58%)
1 to 99 employees (37%) 500 to 2,499 employees (73%)
Larger organizations > smaller organizations
2,500 to 24,999 employees (67%)
25,000 or more employees (71%)
Larger organizations (500 or more employees) are more likely to communicate their smoking policies through the organization’s
intranet, compared with smaller organizations (1 to 99 employees).
Smaller organizations Larger organizations Differences based on organization size
500 to 2,499 employees (36%)
1 to 99 employees (11%) 2,500 to 24,999 employees (41%) Larger organizations > smaller organizations
25,000 or more employees (37%)
Smoking Policies in the Workplace ©SHRM 2012 9

10. How are smoking policies communicated throughout your organization?
Comparisons by organization sector
Publicly owned for-profit, privately owned for-profit and nonprofit organizations are more likely to communicate their smoking
policies during the new employee orientation, compared with government agencies .
Organization sector Differences based on organization sector
Publicly owned for-profit (71%) Publicly owned for-profit,
Privately owned for-profit (59%) Government (30%) privately owned for-profit , > government
Nonprofit (72%) nonprofit
Privately owned for-profit and nonprofit organizations are more likely to communicate their smoking policies through employee
handbooks/manuals, compared with government agencies.
Organization sector Differences based on organization sector
Privately owned for-profit (75%) Privately owned for-profit,
Government (51%) > government
Nonprofit (80%) nonprofit
Publicly owned for-profit and nonprofit organizations are more likely to communicate their smoking policies through their
organization’s intranet, compared with privately owned for-profit organizations.
Organization sector Differences based on organization sector
Publicly owned for-profit (33%) Publicly owned for-profit,
Privately owned for-profit (16%) > privately owned for-profit
Nonprofit (36%) nonprofit
Smoking Policies in the Workplace ©SHRM 2012 10

11. Are disciplinary actions taken against employees who violate the smoking policy?
74%
Yes
26%
No
Note: n = 382. Only respondents whose organizations have practices/policies related to smoking were asked this question. Respondents who answered
“Not sure” were excluded from this analysis. Smoking Policies in the Workplace ©SHRM 2012 11

12. What disciplinary actions are taken against those who violate the smoking policy?
Verbal warning 77%
Written warning 63%
Termination 41%
Suspension 29%
Fining the employee 2%
Requiring employee to complete 1%
a smoking cessation program
Other 9%
Note: n = 292. Only respondents whose organizations had practices/policies related to smoking and enforced disciplinary actions against those who
violated the smoking policy were asked this question. Respondents who answered “Not sure” were excluded from this analysis. Percentages do not total
100% due to multiple response options. Smoking Policies in the Workplace ©SHRM 2012 12

13. Does your organization offer employee health insurance discounts for non-smokers
or those in smoking cessation programs?
My organization does not
offer this type of health 80%
insurance discount
Non-smokers only 10%
Both non-smokers and
participants in smoking 8%
cessation programs
Participants in smoking 2%
cessation programs only
n = 465
Smoking Policies in the Workplace ©SHRM 2012 13

14. Does your organization offer employee health insurance discounts for non-
smokers or those in smoking cessation programs?
Comparisons by organization staff size
Larger organizations (25,000 or more employees) are more likely to offer employee health insurance discounts only to non-
smokers, compared with smaller organizations (1 to 2,499 employees).
Smaller organizations Larger organizations Differences based on organization size
1 to 99 employees (3%)
100 to 499 employees (7%) 25,000 or more employees (31%) Larger organizations > smaller organizations
500 to 2,499 employees (9%)
Comparisons by organization sector
Publicly owned for-profit organizations are more likely to offer employee health insurance discounts only to non-smokers,
compared with privately owned for-profit and nonprofit organizations.
Organization sector Differences based on organization sector
Privately owned for-profit (8%) privately owned for-profit ,
Publicly owned for-profit (23%) Publicly owned for-profit >
Nonprofit (6%) nonprofit
Smoking Policies in the Workplace ©SHRM 2012 14

15. What types of treatments are offered in your organization’s smoking cessation
program?
Individual counseling
57%
Nicotine replacement therapy 55%
Cessation medications 53%
Group counseling 31%
Other
9%
Note: n = 221. Only respondents whose organizations offered a smoking cessation program were asked this question. Respondents who answered “Not
sure” were excluded from this analysis. Percentages do not total 100% due to multiple response options. Smoking Policies in the Workplace ©SHRM 2012 15

16. What types of treatments are offered in your organization’s smoking cessation
program?
Comparisons by organization sector
Government agencies are more likely to offer group counseling as part of their organization’s smoking cessation
program, compared with publicly owned for-profit organizations.
Organization sector Differences based on organization sector
Government (58%) Publicly owned for-profit (20%) Privately owned for-profit > government
Smoking Policies in the Workplace ©SHRM 2012 16

17. Is smoking in company vehicles permitted in your organization?
12%
Yes
88%
No
Note: n = 424. Respondents who answered “Not sure” were excluded from this analysis.
Smoking Policies in the Workplace ©SHRM 2012 17

18. Is the sale of cigarettes available in your organization?
1%
Yes
99%
No
Note: n = 499. Respondents who answered “Not sure” were excluded from this analysis.
Smoking Policies in the Workplace ©SHRM 2012 18

19. Demographics: Organization Industry
Percentage
Manufacturing 26%
Health care and social assistance 15%
Other services except public administration 11%
Professional, scientific and technical services 11%
Finance and insurance 9%
Educational services 8%
Public administration 7%
Transportation and warehousing 4%
Accommodation and food services 4%
Construction 3%
Utilities 3%
Wholesale trade 2%
Note: n = 482. Percentages may not equal 100% due to multiple response options.
Smoking Policies in the Workplace ©SHRM 2012 19

20. Demographics: Organization Industry (continued)
Percentage
Religious, grant-making, civic, professional and similar organizations 2%
Retail trade 2%
Administrative and support and waste management and remediation services 2%
Arts, entertainment and recreation 2%
Information, publishing industries 2%
Agriculture, forestry, fishing and hunting 1%
Repair and maintenance 1%
Mining 1%
Management of companies and enterprises 1%
Personal and laundry services 1%
Real estate and rental and leasing 1%
Note: n = 482. Percentages may not equal 100% due to multiple response options.
Smoking Policies in the Workplace ©SHRM 2012 20

21. Demographics: Organization Sector
Privately owned for-profit organization 48%
Publicly owned for-profit organization 21%
Nonprofit organization 19%
Government sector 9%
Other 3%
n = 487
Smoking Policies in the Workplace ©SHRM 2012 21

22. Demographics: Organization Staff Size
1 to 99 employees 23%
100 to 499 employees 31%
500 to 2499 employees 19%
2500 to 24999 employees 18%
25000 or more employees 8%
Note: n = 477. Percentages do not total 100% due to rounding.
Smoking Policies in the Workplace ©SHRM 2012 22

23. Demographics: Other
Does your organization have U.S.-based Is your organization a single-unit company or a multi-
operations (business units) only or does it unit company?
operate multinationally?
Single-unit company: A company in which the
U.S.-based operations only 72% location and the company are one and the 31%
same
Multinational operations 28%
Multi-unit company: A company that has
n = 498 69%
more than one location
n = 503
What is the HR department/function for which Are HR policies and practices determined by the multi-unit
you responded throughout this survey? corporate headquarters, by each work location or both?
Corporate (companywide) 64%
Multi-unit headquarters determines HR policies
Business unit/division 17% 47%
and practices
Facility/location 19%
Each work location determines HR policies and
5%
n = 355 practices
A combination of both the work location and
the multi-unit headquarters determine HR 48%
policies and practices
n = 354
Smoking Policies in the Workplace ©SHRM 2012 23

24. SHRM Poll: Smoking Policies in the Workplace
Methodology
 Response rate = 18%
 Sample composed of 516 randomly selected HR professionals from SHRM’s membership
 Margin of error +/- 4%
 Survey fielded January 18-January 30, 2012
For more poll findings, visit www.shrm.org/surveys
Follow us on Twitter: http://twitter.com/SHRM_Research
Smoking Policies in the Workplace ©SHRM 2012 24