Drugs and Alcohol Policy Template
Free drugs and alcohol policy template for UK employers. Workplace substance misuse policy covering testing, support, and disciplinary action.
Use this template to create a drugs and alcohol policy.
Drugs and Alcohol Policy
[Company Name]
Policy Owner: [HR Director] Last Reviewed: [Date] Next Review: [Date]
1. Policy Statement
[Company Name] is committed to providing a safe, healthy, and productive workplace. The misuse of drugs or alcohol can impair performance, endanger safety, and damage our reputation.
This policy sets out our approach to drugs and alcohol in the workplace.
2. Purpose
This policy aims to:
- Ensure the safety of all employees and others
- Set clear expectations regarding drugs and alcohol
- Provide support for those with substance misuse problems
- Establish a fair and consistent approach
3. Scope
This policy applies to:
- All employees, workers, and contractors
- All work activities, including travel and off-site work
- Company premises, vehicles, and equipment
- Work-related social events
4. Standards
4.1 Prohibited Conduct
Employees must not:
| Prohibited | Detail |
|---|---|
| Attend work intoxicated | Under the influence of alcohol or drugs |
| Consume alcohol during work | Unless expressly authorised |
| Use illegal drugs | At any time, including outside work |
| Possess illegal substances | On Company premises |
| Supply illegal drugs | To anyone |
| Misuse prescription medication | Beyond prescribed use |
4.2 Alcohol
- Consumption of alcohol during working hours is prohibited except at authorised Company events
- Employees must not be under the influence of alcohol when performing work duties
- Being intoxicated at work is gross misconduct
4.3 Illegal Drugs
- Use, possession, or supply of illegal drugs is prohibited
- This applies both at work and outside work
- Conviction for drug offences may result in disciplinary action
4.4 Prescription and Over-the-Counter Medication
- If medication may affect your ability to work safely, inform your manager
- Follow medical advice regarding work restrictions
- Never share prescription medication
5. Safety-Critical Roles
Employees in safety-critical roles have particular responsibilities:
| Role | Examples |
|---|---|
| Drivers | Company vehicles, HGV |
| Machine operators | Production equipment |
| Working at height | Construction, maintenance |
| Other high-risk | [As applicable to your business] |
For these roles:
- Zero tolerance applies to alcohol and drugs
- Random testing may be conducted
- Strict limits on medication that may cause impairment
6. Testing
6.1 When Testing May Occur
Testing may be conducted:
| Circumstance | Reason |
|---|---|
| Post-incident | Following accidents or near misses |
| For cause | Where there is reasonable suspicion |
| Random | For safety-critical roles |
| Pre-employment | For safety-critical positions |
6.2 Testing Process
- Testing will be conducted by [qualified personnel/external provider]
- Refusal to be tested may be treated as a positive result
- Testing will be conducted with respect for dignity
- Results will be treated confidentially
6.3 Consent
By signing your contract of employment, you consent to testing in accordance with this policy. Refusal to consent may result in disciplinary action.
7. Reporting Concerns
7.1 Self-Referral
Employees are encouraged to seek help if they have a substance misuse problem. Early disclosure may be treated more sympathetically.
- Speak to your manager, HR, or our [EAP provider]
- Support will be offered where possible
- This does not excuse past misconduct but may affect how it is treated
7.2 Reporting Others
If you believe a colleague is unfit for work due to alcohol or drugs:
- Report to a manager immediately if there is an immediate safety risk
- Raise concerns with HR if you have ongoing concerns
- You will be supported for raising genuine concerns
8. Support
8.1 Available Support
We offer the following support for employees with substance misuse issues:
| Support | Details |
|---|---|
| Employee Assistance Programme | [Provider details] |
| Occupational health referral | Assessment and advice |
| Time off for treatment | May be agreed on a case-by-case basis |
| Return to work support | Following treatment |
8.2 Conditions of Support
Support is offered on condition that the employee:
- Engages with recommended treatment
- Maintains acceptable conduct during treatment
- Improves performance to required standards
- Does not repeat the misconduct
Support does not exempt employees from disciplinary action for serious misconduct.
9. Disciplinary Action
9.1 Misconduct
The following may be treated as misconduct:
- Being unfit for work through alcohol or drugs
- Consuming alcohol during working hours without authorisation
- Failing to disclose relevant medication
9.2 Gross Misconduct
The following are normally gross misconduct:
- Being significantly intoxicated at work
- Use or possession of illegal drugs
- Supplying drugs to others
- Driving Company vehicles while under the influence
- Serious safety incidents involving alcohol or drugs
9.3 Procedure
Disciplinary action will follow the Company's Disciplinary Procedure. Individual circumstances will be considered, but safety is paramount.
10. Work Social Events
10.1 Expectations
At work social events where alcohol is served:
- Drink responsibly
- Remain professional in behaviour
- Do not put yourself or others at risk
- Make arrangements for safe travel home
10.2 Consequences
Misconduct at work social events will be treated as workplace misconduct.
11. Confidentiality
Information about substance misuse will be treated confidentially and shared only with those who need to know to manage the situation appropriately.
12. Legal Requirements
12.1 Employers' Duties
Under the Health and Safety at Work Act 1974, we must ensure the health and safety of employees and others.
12.2 Employees' Duties
Employees must not put themselves or others at risk while at work.
12.3 Driving Offences
Drug or drink-driving is a criminal offence. Loss of driving licence may affect employment if driving is required.
13. Review
This policy will be reviewed annually.
Key Contacts
| Support | Contact |
|---|---|
| Employee Assistance | [Details] |
| Occupational Health | [Details] |
| HR | [Details] |
Document Control
| Version | Date | Author | Changes |
|---|---|---|---|
| 1.0 | [Date] | [Name] | Initial version |
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Frequently Asked Questions
- Can employers drug test employees?
- Testing is generally only lawful with employee consent and where it's proportionate (e.g., safety-critical roles). Random testing may be permissible if clearly stated in policy and contracts. Forced testing without consent is unlikely to be lawful.
- Can I dismiss someone for being drunk at work?
- Being intoxicated at work is typically gross misconduct justifying dismissal. However, consider whether alcoholism is a disability (it may be) and whether support was offered. Follow a fair disciplinary process.
- What if an employee has an alcohol or drug addiction?
- Addiction may qualify as a disability under the Equality Act (though active addiction to alcohol or drugs is excluded, related conditions may be covered). Consider offering support and reasonable adjustments while maintaining safety and conduct standards.