Tobacco and vaping products harm health, not just for people who use them, but for those exposed to secondhand tobacco smoke or vape aerosol. A smoke and vape-free workplace protects employees, lowers health risks, and supports those who want to quit. Workplaces that adopt smoke and vape free policies often see fewer sick days, lower health benefit costs, and improved productivity. A tobacco, smoking and vaping policy helps meet Alberta’s Tobacco, Smoking and Vaping Reduction Act and shows commitment to employee health and well-being.
Note: In this document “Tobacco” refers to commercial tobacco products, like cigarettes sold in stores. It does not include the traditional tobacco used by First Nations and some Métis groups for ceremonial purposes and as a sacred medicine.
What’s involved?
Start by understanding what's required under Alberta’s Tobacco, Smoking and Vaping Reduction Act.
Learn what’s required by law
Employers must:
- Prohibit smoking and vaping inside indoor work areas
- Prohibit smoking and vaping in work vehicles
- Prohibit smoking and vaping within 5 metres of doors, windows, and air intakes (check local bylaws, as some require greater distances)
- Post and continuously display signs that meet provincial requirements wherever smoking or vaping is prohibited
- Respect Indigenous ceremonial tobacco use
- Follow local or municipal bylaws (e.g., near playgrounds, schools, pools, and other public places)
Explore opportunities to go further
Many workplaces choose to strengthen their policy by:
- Extending their policy to restrict all commercial tobacco and nicotine products, including smokeless tobacco and nicotine pouches
- Prohibiting use on all company property, including outdoor areas
- Providing cessation supports, including access to, and coverage for counselling and quit support medications (see Offer support to help employees quit tobacco and vaping)
Write or update your policy
A strong written policy should include:
- A clear purpose statement that highlights the policy’s goals (e.g., protecting health, meeting legislation, supporting well-being)
- What is and isn’t allowed, when, and where the policy applies
- Who the policy applies to (e.g., employees, contractors, volunteers and visitors)
- How the organization will support compliance and steps taken when the policy isn’t followed (e.g., education, warnings, suspension in combination with access to support services)
- Available supports to help employees reduce or quit and how to access them
- A commitment to confidentiality, respectful enforcement and a supportive approach
Train supervisors
Supervisors should be prepared to:
- Recognize when tobacco or vaping use is affecting work
- Apply the policy consistently and approach conversations respectfully
- Refer employees to available supports
Spread the word
- Make supports easy to find and promote them often: Share information about quit supports in places employees naturally look, such as orientation materials, intranet, posters in break rooms and common areas, newsletters or all staff emails and bulletin boards.
- Use clear, supportive messaging: Share information using warm, non-judgmental language that invites employees to explore their options. Consider simple phrases like “Whenever you’re ready to quit, support is here.”
- Reassure employees about confidentiality: Let employees know that accessing quit supports, whether through the EAP, benefits or provincial programming is private so staff feel safe seeking help when they are ready.
- Share reminders: Use gentle periodic reminders to keep supports top of mind.
Track progress
Consider the example questions and indicators below to help track how well your quit supports are working and how you can make them better.
- Policy exists (or is part of a broader substance use policy): Yes/No
- % of employees aware of the policy
- % of new hires introduced to the policy
Are supervisors trained and confident applying the policy?
- % of supervisors trained
- Number of education or refresher sessions offered
- % of supervisors who feel confident applying the policy
- % of employees aware of supports available
- Availability of services (e.g. EAP, counselling etc.) Yes/No
- Number of reported incidents (compare before and after policy implementation)
- Incidents addressed appropriately (Yes/No)
- Visible signage on site in alignment with policy (Yes/No – site walk)
For more ideas, use the HTW Action and Evaluation Planning Facilitator’s Guide.
Tips for Small Businesses
- Start with what is required: Meet the legal requirements first, then add more elements as you’re able
- Use no-cost supports: Share supports from AlbertaQuits or local health, social and community organizations to help employees reduce use or quit
- Keep the policy simple: A short clear policy is that focuses on what’s expected, where the policy applies and how employees can access support
- Communicate regularly: Owners and managers can reinforce expectations through informal check-ins and everyday conversations
Resources for Workplaces
- AlbertaQuits
- QuitCore Group Support (contact TVCP@ahs.ca to set up at your workplace)
- Alberta’s Tobacco, Smoking and Vaping Reduction Act
- Tobacco, Smoking and Vaping Reduction Regulation
- Required Signage
- Environmental Tobacco Smoke Policy Fact Sheet
- A Guide to Helping Your Employees Quit Smoking
- Indigenous People in Canada and Tobacco
- Keep Tobacco Sacred
Amplify your impact
A smoke and vape-free policy is a strong foundation for reducing exposure and supporting health. Pair it with Offer Support for Tobacco and Vaping Cessation to help employees quit and access tools like counselling and medications.
