Alcohol & Drugs Policy

Alcohol & Drugs Policy Statement

Last Updated: 06/01/2025

Next Review Date Due 06/01/2026

1. Introduction

Alcohol and drug misuse or abuse can be a serious problem within the workplace. Employees who misuse alcohol, prescribed medication, or illegal drugs are more likely to endanger their colleagues, have accidents at work, be absent, and work inefficiently.

This policy applies to the misuse of alcohol, prescribed medication, and any substances that are unlawful under the criminal law. It also applies to performance-enhancing substances unless medically prescribed.

2. Legal and Policy Basis

This policy operates in accordance with:

• The Health and Safety at Work etc. Act 1974
  
  

• The Misuse of Drugs Act 1971
  
  

• The Road Traffic Act 1988
  
  

• The Equality Act 2010
  
  

• The Data Protection Act 2018 and UK GDPR
  
  

• The Company’s Disciplinary, Equality and Diversity, and Data Protection Policies
  
  

Any personal data collected under this policy (including screening results or medical information) will be handled in confidence and processed in line with data protection legislation.

3. Aims of the Policy

The employees of the Company are its most valuable asset. The Company recognises that, for a number of reasons, employees may develop alcohol or drug-related problems during their employment.

The aims of this policy are to:

Promote a responsible attitude towards alcohol and drugs by:

• Encouraging safe and sensible habits
  
  

• Raising awareness of the harmful effects of misuse
  
  

• Minimising problems and accidents at work arising from misuse
  
  

• Promoting the well-being and health of employees
  
  

Offer assistance and advice to employees who need it by:

• Identifying employees with potential issues at an early stage
  
  

• Offering guidance and, where appropriate, encouraging employees to seek help
  
  

• Referring employees with known alcohol or drug-related problems to suitable support services or medical professionals
  
  

4. Advice, Support and Counselling

The Company aims to deal constructively and sympathetically with employees experiencing alcohol or drug-related problems. When the Company becomes aware of such an issue, it will, where appropriate, seek advice from medical professionals and provide guidance on treatment or support options.

The primary objective is to assist the employee in overcoming the problem in a compassionate and constructive way.

All discussions and records relating to drug or alcohol issues will be treated as strictly confidential unless the employee consents to disclosure. Records will be retained only for as long as necessary and handled in accordance with data protection law.

Employees are encouraged to seek help voluntarily. However, where a drug or alcohol problem affects conduct, safety, or performance, and the employee refuses help or fails to improve, the matter will be dealt with under the Company’s disciplinary procedure.

5. Prohibition on Alcohol and Drugs in the Workplace

• No alcohol or drugs may be brought onto, consumed, or distributed on Company premises at any time, including performance-enhancing substances, unless prescribed by a doctor and disclosed as necessary for safety reasons.
  
  

• Employees must not attend work or be on call while under the influence of alcohol or drugs.
  
  

• Staff must never take drugs or consume alcohol if they are required to drive Company or private vehicles on Company business, operate machinery, or carry out safety-critical tasks.
  
  

Employees representing the Company at business functions or social events are expected to drink moderately (if at all) and must not drive under the influence. Drug use is strictly prohibited in all circumstances.

The Company operates a zero-tolerance approach to alcohol and drugs in the workplace. Breaches of this policy will be treated as a disciplinary offence and, depending on the seriousness, may amount to gross misconduct resulting in summary dismissal.

6. Prescribed Medication

Employees must inform their line manager, in confidence, if prescribed medication could affect their performance, concentration, or ability to work safely.

Where medication may impair performance or pose safety risks, the Company will seek guidance from medical professionals to identify appropriate controls or temporary adjustments before the employee resumes high-risk activities.

Failure to disclose relevant medication that affects performance may lead to disciplinary action if it results in unsafe or unacceptable behaviour at work.

7. Alcohol and Drug-Related Misconduct

While this policy aims to assist employees with alcohol or drug issues, the Company will take disciplinary action if misconduct occurs at work due to alcohol or drug use, or if an employee is found to be under the influence while at work.

Being under the influence of alcohol or drugs, buying or selling such substances, or possessing or consuming them on Company premises will be treated as gross misconduct and may result in summary dismissal.

The Company reserves the right to:

• Escort the employee from Company premises and send them home without pay for the remainder of the day or shift; and/or
  
  

• Suspend the employee on full pay while an investigation takes place.
  
  

8. Alcohol and Drug Screening

To protect health, safety, and compliance with industry requirements, the Company reserves the right to carry out:

• Random testing, and/or
  
  

• For-cause testing (where there are reasonable grounds to suspect misuse).
  
  

Testing will be limited to employees whose duties have a significant impact on the health and safety of themselves or others.

Consent and Confidentiality:

• Employees will be asked to provide written consent before testing.
  
  

• Unreasonable refusal to take a test will be treated as a positive result and may result in disciplinary action.
  
  

• All test results and related information will be handled confidentially and retained only as long as necessary.
  
  

A positive test result will be treated as gross misconduct, potentially leading to summary dismissal under the Company’s disciplinary procedure.

9. Employee Responsibilities

All employees are responsible for:

• Reporting for work free from the influence of drugs or alcohol
  
  

• Notifying their manager if prescribed medication may affect performance or safety
  
  

• Cooperating fully with any investigations or screening procedures
  
  

• Supporting the Company’s efforts to maintain a safe and healthy workplace
  
  

10. Management Responsibilities

Managers and supervisors are responsible for:

• Identifying and addressing potential alcohol or drug-related problems early
  
  

• Treating concerns confidentially and sensitively
  
  

• Referring employees to Occupational Health or HR for advice where appropriate
  
  

• Ensuring this policy is applied consistently and fairly
  
  

11. Monitoring and Review

The Company will review this policy annually or sooner if legislation or Company practices change. Updates will be communicated to all employees.