When should an employee be referred to a professional for impairment assessment?

An employee should be referred to a professional for impairment assessment when their behavior affects their work significantly. This is a crucial indicator that their performance may be compromised due to potential impairment, which can include issues related to substance abuse, mental health, or other conditions that interfere with their ability to carry out job responsibilities safely and effectively.

The rationale for this approach is grounded in the duty of care that employers have towards maintaining a safe and productive workplace. If an employee's behavior is impacting their work output, it not only affects them personally but can also have a ripple effect on team dynamics, overall productivity, and workplace safety. Early intervention through professional assessment can help identify the issue at hand and help implement support mechanisms, facilitating the employee's recovery and return to optimal functioning.

The other choices do not present such clear indicators of the need for an impairment assessment. For example, if behavior is excused by peers, it may not indicate an underlying impairment; it could simply reflect a different workplace culture. A request for time off does not inherently imply impairment, as there can be many legitimate reasons for needing leave. Lastly, showing improvement can indicate the employee is managing an issue effectively, but it does not negate the need for assessment if there were previous signs of impairment.