Alcohol and drugs policy template
Supporting information
Use this model alcohol and drugs policy to promote a responsible attitude to drink and drugs and to offer assistance to employees who may need it.
Alcohol and drugs policy
1 Overview
1.1 Alcohol and drug misuse or abuse can be a serious problem within the workplace. Employees who drink excessively or take unlawful drugs are more likely to work inefficiently, be absent from work, have work accidents and endanger their colleagues. The Company has a duty to protect the health, safety and welfare of all its employees.
1.2 However, the Company recognises that, for a number of reasons, employees could develop alcohol or drug related problems. In relation to drugs, these rules apply to those that are unlawful under the criminal law and not to prescribed medication.
1.3 These rules aim to promote a responsible attitude to drink and drugs and to offer assistance to employees who may need it.
2 Scope
2.1 This policy is applicable to all employees of [company name].
3 General principles
3.1 Advice and counselling
3.1.1 It is the Company's intention to deal constructively and sympathetically with an employees alcohol or drug related problems, such as alcohol or drug dependency. When it is known that an employee has an alcohol or drug problem, [insert name of contact] will be able to provide advice and guidance on how to seek suitable treatment. The primary objective of any discussions will be to assist the employee with the problem in as compassionate and constructive a way as possible. Any discussions of the nature of an employees alcohol or drug problem and the record of any treatment will be strictly confidential unless the employee agrees otherwise.
If you have an alcohol or drug problem, you should seek appropriate help. If you have
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What is this for?
Alcohol and drug problems are associated with a wide variety of costs for both employers and employees. These costs include ill-health sickness absence, reduced work performance and accidents.
An alcohol and drugs policy is a set of guidelines and procedures that an organisation puts in place to address issues related to drug and alcohol use in the workplace. The policy typically outlines the organisation's expectations for employee behaviour, and provides information on the consequences for violating the policy.
The purpose of an alcohol and drugs policy is to create a safe and healthy work environment for all employees, and to ensure that the organisation is in compliance with relevant laws and regulations related to drug and alcohol use. The policy may cover a range of issues, including:
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The use, possession, or sale of illegal drugs or alcohol in the workplace
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The use of prescription drugs or other medications that may impair job performance or safety
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The consequences for employees who violate the policy, which may include disciplinary action or termination of employment
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The resources available to employees who need help with substance abuse or addiction
The policy may also specify the responsibilities of managers and supervisors in enforcing the policy, and may provide training and education programs to help employees understand the importance of maintaining a drug- and alcohol-free workplace.
Overall, an alcohol and drugs policy is an important tool for promoting a safe and healthy work environment, and can help to prevent accidents, injuries, and other issues related to substance abuse in the workplace.
Employment law compliance
The consumption of alcohol and drugs has implications for health and safety at work since these substances impair co-ordination, judgement and decision making.
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Health and Safety at Work Act 1974: This legislation places a general duty on employers to ensure the health, safety, and welfare of their employees. An alcohol and drugs policy can help address health and safety risks associated with substance misuse in the workplace.
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Transport and Works Act 1992: This Act specifically applies to employees working in the transport industry, including drivers of trains, trams, and certain vehicles. It prohibits certain safety-critical workers from performing their duties while under the influence of alcohol or drugs.
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Misuse of Drugs Act 1971: This legislation prohibits the production, possession, supply, and possession with intent to supply of controlled drugs. An alcohol and drugs policy may reference this act in prohibiting the possession or use of illegal drugs in the workplace.
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Employment Rights Act 1996: This act includes provisions that allow employers to take disciplinary action, including dismissal, for reasons related to an employee's conduct, which may include substance misuse that affects their work performance or safety.
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Equality Act 2010: While not directly related to alcohol and drugs policies, this Act requires employers to make reasonable adjustments for employees with disabilities, which may include offering support or treatment for substance misuse issues.
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Data Protection Act 2018 (DPA): The DPA governs the processing and handling of sensitive personal data, including information about an employee's health or substance misuse. An alcohol and drugs policy should comply with data protection principles when handling such data.
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Occupational Health and Safety Regulations: These regulations may include specific requirements or guidelines related to managing substance misuse in specific industries or workplaces with safety-critical roles.
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Employment Contracts and Company Policies: Employers may include provisions related to alcohol and drugs within employment contracts or company policies to set clear expectations and standards for employees.
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Trade Union and Labour Relations (Consolidation) Act 1992: This Act provides some protections for employees undergoing rehabilitation for substance misuse and prohibits dismissal solely for seeking or participating in rehabilitation programs.
