Smoking, drugs, and alcohol policy template

Overview

This policy aims to promote a safe, healthy, and productive workplace by setting clear expectations regarding the use of smoking products, drugs, and alcohol. It outlines the responsibilities of employees and management and establishes procedures for dealing with substance misuse.

Scope

This policy applies to all employees, contractors, visitors, and anyone conducting business on company premises or while representing the organisation. It covers smoking, the use of drugs (including prescription and illegal drugs), and the consumption of alcohol.

General Principles

Policy Statement

The organisation is committed to:

• Complying with relevant legislation, including the Health Act 2006 and the Misuse of Drugs Act 1971.

• Protecting the health, safety, and wellbeing of all employees.

• Maintaining a professional work environment free from substance misuse.

Smoking Policy

• Smoking Prohibition:
  Smoking, including the use of electronic cigarettes (vaping), is prohibited:

  • Inside all company buildings, vehicles, and enclosed spaces.

  • Within designated non-smoking areas, including entrances and exits.

• Designated Smoking Areas:
  Employees may only smoke in designated outdoor smoking areas during approved break times.

• Compliance:
  Failure to comply with the no-smoking rules may result in disciplinary action.

Drugs and Alcohol Policy

Prohibited Behaviour:

The following behaviours are strictly prohibited:

1. Being under the influence of drugs or alcohol while at work.

2. Consuming alcohol or using drugs on company premises or during work hours.

3. Possessing, distributing, or selling illegal substances at work.

4. Misusing prescription medication or over-the-counter drugs.

Prescription Medications:

• Employees are required to inform their line manager if they are taking prescription or over-the-counter medication that may impair their ability to perform their job safely and effectively.

Testing for Drugs and Alcohol

The organisation may conduct drug and alcohol testing in the following circumstances:

• Post-Accident Testing: To determine if substance use contributed to a workplace incident.

• Reasonable Suspicion Testing: If an employee’s behaviour, appearance, or performance suggests substance misuse.

• Random Testing: Where a role or industry-specific regulation requires testing.

All testing will be conducted in line with relevant laws and in a fair, consistent, and confidential manner.

Substance Misuse Support

• Confidential Support:
  Employees struggling with substance misuse are encouraged to seek help through the company’s Employee Assistance Programme (EAP) or occupational health service.

• Voluntary Disclosure:
  Employees who voluntarily disclose a substance misuse problem before it affects their performance or safety will receive support and assistance without disciplinary action.

• Rehabilitation:
  The organisation may accommodate employees seeking rehabilitation, such as by granting leave for treatment or modifying duties temporarily.

Disciplinary Action

Breaches of this policy, including prohibited behaviours, may result in disciplinary action up to and including dismissal. The disciplinary process will be carried out in accordance with the company’s Disciplinary Policy.

Education and Awareness

The organisation will:

• Provide training on the risks of substance misuse and the importance of adhering to this policy.

• Promote health and wellbeing initiatives to support a healthy workplace.

Roles and Responsibilities

• Managers:

  • Ensure employees understand and comply with this policy.

  • Address any concerns or reports of substance misuse promptly and sensitively.

  • Monitor performance and behaviour for signs of substance-related issues.

• Employees:

  • Comply with this policy at all times.

  • Report concerns regarding their own or others’ substance use.

  • Use designated smoking areas and abide by break policies.