Alcohol and drugs policy

Alcohol and drugs Policy

Overview

Alcohol and drug misuse can have a significant impact on individuals, colleagues, and the workplace. It may affect health, safety, attendance, conduct, and performance, and can place both the individual and others at risk.

The organisation has a duty to provide a safe and healthy working environment and to take reasonable steps to protect employees and others from harm. At the same time, it recognises that alcohol or drug-related problems can develop for a range of reasons and that, in many cases, early support and open discussion can prevent issues from escalating.

This policy aims to encourage a responsible approach to alcohol and drugs, to support employees who may be experiencing difficulties, and to set out clearly the standards of behaviour expected at work. For the purposes of this policy, “drugs” refers to substances that are unlawful under criminal law and does not include prescribed medication taken in accordance with medical advice.

Scope

This policy applies to all employees of [Company], regardless of role or seniority.

General principles

The organisation will seek to deal with alcohol- or drug-related issues in a fair, consistent and supportive manner, in line with ACAS guidance. Wherever possible, the emphasis will be on early intervention, support and rehabilitation rather than disciplinary action.

However, employees are expected to meet acceptable standards of attendance, conduct and performance. Where alcohol or drug misuse affects these standards, or where health and safety is compromised, formal action may be required.

Advice, support and counselling

Where it becomes apparent that an employee may be experiencing an alcohol- or drug-related problem, the matter will normally be addressed sensitively and in confidence. [Insert role or named contact] can provide advice and guidance on accessing appropriate support, such as occupational health, counselling services, or external treatment providers.

Any discussions will focus on understanding the situation, identifying appropriate support, and agreeing practical steps to help the employee address the issue while continuing to meet workplace requirements. Information relating to an employee’s circumstances or treatment will be treated as confidential, unless disclosure is required by law or agreed by the employee.

Employees are encouraged to seek help at an early stage. Where an employee accepts support and engages positively with agreed measures, this will be taken into account when reviewing the situation.

Where an employee chooses not to engage with support, or where conduct, attendance or performance continues to fall below acceptable standards despite reasonable support having been offered, the organisation may need to manage the matter formally under the disciplinary procedure. This reflects the need to balance support for the individual with the wider responsibilities of the organisation.

Alcohol and drugs in the workplace

Alcohol or drugs must not be brought onto, or consumed on, work premises at any time.

Employees must not consume alcohol or take drugs if they are required to drive a work vehicle or a private vehicle on work-related business. This also applies when employees are on standby or on call.

When attending work-related events, business functions, conferences, or organised social events outside normal working hours, employees are expected to act responsibly. Where alcohol is available, consumption should be moderate, and employees must ensure they are within legal limits if driving. The possession or use of drugs is strictly prohibited.

Alcohol consumption outside working hours and away from work premises is generally a personal matter. The organisation’s involvement will only arise where alcohol or drug use has a detrimental impact on work performance, attendance, conduct, or safety.

Breaches of these rules will be addressed under the disciplinary procedure. Depending on the circumstances, a breach may be treated as misconduct or, in serious cases, gross misconduct.

Alcohol- and drugs-related misconduct

While the policy prioritises support, disciplinary action may be taken where misconduct occurs as a result of alcohol or drug use, or where an employee attends work under the influence of alcohol or drugs.

Being under the influence of alcohol or drugs at work can pose serious health and safety risks. Where this occurs, or where there is evidence of possession, supply, or use of illegal drugs on work premises, the matter may be treated as gross misconduct and could result in summary dismissal.

In appropriate cases, the organisation reserves the right to require the employee to leave the workplace immediately and to remain away from work, with pay status determined in line with the disciplinary procedure, while the situation is reviewed.

Alcohol and drug testing

Alcohol and drug testing will only be carried out where it is necessary to achieve a legitimate business aim, particularly in roles where there is a significant health and safety risk. Testing will be conducted fairly, proportionately, and in line with relevant legal requirements.

A positive test result, or an unreasonable refusal to take a test, may be treated as a disciplinary matter and could, depending on the circumstances, constitute gross misconduct.

This policy [does not] form[s] part of your terms and conditions of employment.

Version: [1.0]

Issue date: [date]

Author: [name, job title]