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View full libraryThis Alcohol and Drugs Policy sets out the organisation's expectations around alcohol, illegal drugs, prescription medication and other substances that may affect an employee's ability to work safely. It combines clear workplace standards with a supportive approach to employees who may need help with substance misuse.
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If you are establishing clear workplace standards, these conduct policy templates give you a practical set of policies covering expected behaviour, employee responsibilities and managing concerns.
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
1 Overview
1.1 [Company Name] is committed to providing a safe, healthy and productive working environment for employees, workers, contractors, visitors and anyone else who may be affected by our activities.
1.2 Alcohol, illegal drugs and the misuse of medication or other substances can affect judgement, coordination, behaviour, attendance, performance and the ability to work safely. These risks can be particularly serious where an individual drives, operates machinery, uses workplace transport or carries out other safety-critical activities.
1.3 The purpose of this policy is to establish clear expectations while recognising that alcohol or drug misuse may sometimes be a health and wellbeing issue requiring appropriate support.
2 Scope
2.1 This policy applies to all employees and, where relevant, workers, agency workers, contractors and other individuals working on behalf of [Company Name].
2.2 The policy applies when individuals are:
The organisation recognises that employees may lawfully
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This policy provides a practical framework for managing alcohol and drug-related risks in the workplace. It establishes clear standards while recognising that substance misuse can sometimes be a health and wellbeing issue requiring appropriate support rather than an immediate disciplinary response.
The policy explains that employees must not attend work or carry out duties while impaired by alcohol, illegal drugs or any other substance that could affect their ability to work safely. It can also establish clear rules covering possession, consumption, supply and being in control of vehicles or machinery.
Particular attention is given to roles where impairment could create a significant risk, such as driving, operating machinery, using workplace transport or carrying out other safety-critical activities. The policy allows employers to take appropriate precautions where an employee may not be fit to carry out those duties.
The policy distinguishes between the use of medication and misuse of substances. Employees should be encouraged to tell an appropriate manager if prescribed or over-the-counter medication could affect their ability to work safely, without requiring unnecessary disclosure of confidential medical information.
Where an employee identifies an alcohol or drug problem, the organisation can consider appropriate support, including occupational health, medical advice, specialist services, agreed time away from work and temporary changes to duties where appropriate. Support does not prevent the organisation from addressing serious misconduct or immediate safety concerns.
Where drug or alcohol testing is used, the policy should make the circumstances and purpose of testing clear. Testing should be justified by the risks involved, particularly in safety-critical roles, and handled in accordance with applicable data protection requirements. Breaches of the policy may be investigated and dealt with under the organisation's disciplinary procedure.
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Not generally. The policy should focus on behaviour, fitness for work and circumstances that could affect workplace safety or the employment relationship. There may be additional restrictions where an employee is required to drive, operate machinery or perform safety-critical duties.
Yes. Prescribed medication is not treated in the same way as illegal drug use. However, employees should tell an appropriate manager if medication could affect their ability to work safely, particularly when driving, operating machinery or carrying out other safety-critical work.
No. The circumstances should be considered carefully. HSE recommends that employers consider support and treatment where an employee identifies a substance misuse problem. Serious misconduct, safety risks and breaches of workplace rules may still require formal action following a fair process.
Testing may be appropriate in some safety-critical roles, but it should not be introduced simply because an employer wants to identify illegal drug use. The purpose, necessity, proportionality, testing population and data protection implications should be considered carefully before testing is introduced.
The manager should prioritise safety, prevent the employee from undertaking safety-critical work and contact HR or an appropriate senior manager. They should avoid making unsupported assumptions about the cause and should deal with the matter privately and sensitively while establishing the facts.
HRDocBox policies are designed around practical UK HR processes, employment law, health and safety requirements and established HR practice. They provide a structured starting point that can be adapted to the organisation, rather than relying on a generic AI-generated policy that may overlook practical implementation and compliance considerations.
How this content is developed and reviewed
The Alcohol and drugs policy template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing conduct HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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