Alcohol & Drugs Policy

Alcohol & Drugs Policy Statement

Last Reviewed: 06/01/2026

Next Review Date: 06/01/2027 

1. Introduction

This policy covers alcohol, illegal drugs, misuse of prescribed or over-the-counter medication, and other substances where their use or misuse could affect safe working, including performance-enhancing substances. Lawfully used medication is addressed in section 6. 

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 Procedure, Sickness Absence and Attendance Policy, Capability Policy, Equality and Diversity Policy, and Data Protection Policy.

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 sensitively with employees experiencing alcohol or drug-related problems. Employees are encouraged to seek help early. Where appropriate, the Company will discuss support options and seek occupational health or other professional advice.

Discussions and records will be handled confidentially. Information will be shared only where necessary and lawful, for example to arrange support, manage employment matters or address safety risks. Access will be restricted and records retained only for as long as necessary.

Treatment and support are voluntary. Seeking help will not, by itself, be treated as misconduct. Health-related absence or capability concerns will be managed under the appropriate Company policy, taking account of medical advice and any reasonable adjustments required by law.

Any separate allegations of misconduct will be considered fairly under the Disciplinary Procedure. Refusing treatment or failing to recover will not automatically be treated as misconduct.

5. Prohibition on Alcohol and Drugs in the Workplace

Employees must:

• Be fit to carry out their duties safely when working or on call.

• Not consume alcohol while working or on call.

• Not possess, supply or use illegal drugs on Company premises, at work sites or while carrying out Company business.

• Not misuse medication or other substances in a way that affects their ability to work safely.

• Not drive, operate machinery or undertake safety-critical duties while impaired by alcohol, drugs or medication.

• Follow the medication-reporting requirements in section 6.

Alcohol must not be brought onto or consumed on Company premises unless specifically authorised by a Director for an appropriate event. Authorisation does not permit anyone to undertake work duties or drive while impaired.

At business functions and Company social events, employees must behave responsibly, comply with applicable rules and arrange safe travel. Illegal drug use is prohibited.

Suspected breaches will be addressed under section 7.

6. Prescribed and Over-the-Counter Medication 

Employees may take lawfully obtained medication as directed. They must inform their line manager, in confidence and before undertaking affected duties, if they know or reasonably believe that medication could affect their concentration, alertness or ability to work safely.

Employees should seek advice from their doctor or pharmacist if unsure about possible effects on their work.

Only information necessary to assess fitness for work and appropriate precautions should be requested. Employees do not need to disclose unrelated medical history.

Where necessary, the Company will seek occupational health or other medical advice and consider temporary changes to duties, restrictions or reasonable adjustments.

Any alleged failure to report a known safety risk will be investigated fairly, taking account of what the employee knew and the circumstances.

7. Alcohol and Drug-Related Misconduct

• Suspected breaches of this policy will be investigated under the Company’s Disciplinary Procedure. Employees will have an opportunity to explain the circumstances and respond to the evidence. The applicable rights to be accompanied and to appeal will apply.

• Serious breaches, including illegal drug supply at work or conduct creating a serious safety risk, may amount to gross misconduct and could result in dismissal without notice following a fair procedure. No outcome will be automatic.

• Where there are reasonable concerns that an employee cannot work safely, the Company may immediately remove them from affected duties and arrange safe travel where necessary. The employee must not drive if impaired.

• Where precautionary suspension is necessary while an investigation takes place, normal pay and contractual benefits will continue. Suspension will be kept as short as possible, reviewed regularly and alternatives considered. It is not a disciplinary sanction. This also applies where an employee is sent home as a precaution pending investigation.

• Genuine sickness absence will be managed under the Sickness Absence and Attendance Policy, taking account of any existing suspension arrangements.

8. Alcohol and Drug Screening

The Company may request alcohol or drug testing where it is necessary and proportionate to address a significant work-related safety risk. The purpose, affected roles and testing arrangements will be supported by a documented assessment, considering less intrusive alternatives and applicable data-protection requirements.

Testing may include:

• For-cause testing: where reasonable grounds indicate that alcohol or drug use may affect safe working.

• Random testing: limited to identified safety-critical roles where the assessment justifies it. Selection within the relevant group will be genuinely random.

Employees will be informed in advance about when testing may occur, the substances tested for, applicable limits, how results will be used and the possible consequences.

Employees will be asked for written consent before testing and cannot be physically compelled to take a test. Refusal will not be recorded as a positive result. The Company will consider the reason for refusal; an unreasonable refusal of a lawful and reasonable request may be considered under the Disciplinary Procedure.

Testing will be conducted by competent persons using reliable methods, appropriate sample-handling procedures and confirmatory testing where necessary. Employees will have an opportunity to explain relevant medication and challenge or seek review of disputed results.

A positive screening result does not automatically establish impairment or gross misconduct. Results will be assessed alongside relevant medical advice and other evidence before any disciplinary decision.

Results are health information. The Company will identify the appropriate lawful basis and special category condition, complete a data protection impact assessment where required, restrict access and sharing, and document retention periods. Consent to the physical test is separate from the legal grounds for processing the results.

9. Employee Responsibilities

All employees are responsible for:

• Reporting for work and remaining fit to carry out their duties safely.

• Notifying their manager of medication-related safety concerns in accordance with section 6.

• Cooperating with reasonable investigations and lawful, proportionate testing arrangements under this policy.

• Promptly reporting concerns about their own or another person’s ability to work safely.

• 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.