What to Include in a Workplace Drug and Alcohol Policy

• A drug and alcohol policy must set clear rules around substance abuse at work and disciplinary measures.
• Polices must align with UK laws, including the Health and Safety at Work Act 1974 and the Misuse of Drugs Act 1971.
• Policies must define controlled substances, company rules, and procedures for handling drug and alcohol misuse.
• Effective communication, regular training, and consistent enforcement will help ensure employees understand and follow your policy.

While drug and alcohol policies are needed to comply with employment law, they’re primarily about safety.

Drug and alcohol misuse is a clear-cut workplace risk. The effects of substance abuse include:

• Decreased perception
• Decreased motor control
• Diminished decision-making capacity

Essentially, workers under the influence are more likely to make mistakes and endanger themselves and others

In addition to these physical symptoms, substance abuse affects mood and motivation. Absenteeism is a common problem, and even if no one is hurt, employees who abuse drugs and alcohol at work won’t be able to do their jobs.

Without a clear policy, handling these issues can become inconsistent and difficult.

A well-written policy helps you:

• Set clear expectations for employees
• Reduce the risk of drug and alcohol use at work
• Support those struggling with substance misuse
• Protect your business from financial consequences
• Protect your business from legal consequences

Your drug and alcohol policy must align with UK employment law and health and safety regulations. As an employer, you have a duty to protect workers from all foreseeable risks, including those linked to drug and alcohol misuse.

Key laws to consider:

• Health and Safety at Work Act 1974 – Requires employers to ensure a safe working environment, which can include addressing drug and alcohol use at work.
• Misuse of Drugs Act 1971 – Makes it illegal to allow the production or supply of controlled substances on business premises.
• Road Traffic Act 1988 – If employees drive as part of their role, employers must take reasonable steps to prevent them from working under the influence.
• Equality Act 2010 – Addiction itself isn’t a protected characteristic, but underlying conditions (e.g., depression) may be. Employers must avoid discrimination when handling cases of substance misuse.

Your drug and alcohol policy should define workplace expectations and how issues will be addressed. There can’t be any room for misunderstanding, so each section should be easy to understand and clearly describe what is and isn’t allowed.

Your policy should start with a clear statement explaining its purpose. This statement may include:

• A commitment to maintaining a safe, healthy, and productive workplace.
• A reminder of legal obligations, such as those under the Health and Safety at Work Act 1974.
• Your business’s stance on drug and alcohol use at work – whether zero tolerance, case-by-case, or another approach.

This section sets the foundation for the rest of the policy and helps employees understand why it’s in place.

Your policy must clearly define which substances it applies to.

Most policies cover:

• Alcohol
• Illegal drugs
• Prescription and over-the-counter medication that can affect performance
• Legal highs and controlled substances that can affect performance

Clear definitions prevent misunderstandings and ensure employees know what’s covered.

Employees need to know what is and isn’t acceptable in the workplace. This section should make it clear:

• Possession and use of illegal drugs are strictly prohibited on company premises.
• Whether alcohol consumption is ever allowed at work-related events, including client meetings or office parties.
• Drug and alcohol use before or during vehicle operation is unacceptable.
• Whether employees must inform managers if they are taking medication that may affect their performance.
• How the company will handle suspected drug and alcohol misuse in the workplace.

Well-defined rules help prevent confusion and ensure employees understand their responsibilities.

If your business conducts drug and alcohol screening, this section must outline:

• When testing may occur (e.g., pre-employment, random, post-incident).
• What types of tests are used (e.g., urine, breathalyser, saliva swabs).
• How consent will be obtained from employees.
• The consequences of refusing a test.
• How results will be handled to ensure confidentiality and fairness.

A drug and alcohol policy should offer support, not just disciplinary measures. This section should:

• Outline any support available, such as employee assistance programmes or counselling services.
• Explain how employees can seek help confidentially.
• State whether time off or adjustments will be allowed for treatment.

A supportive approach can help employees address substance misuse before it becomes a life-changing problem.

Employees must understand the consequences of violating the policy. This section should cover:

• Possible disciplinary actions, from warnings to dismissal.
• Whether breaches will be handled case-by-case or under a zero-tolerance policy.
• How the business will differentiate between misconduct and employees seeking help.
• How employees can appeal disciplinary actions.

A fair and consistent approach to discipline reduces the risk of disputes and legal challenges.

A drug and alcohol policy is only effective if employees understand and follow it. Clear communication and consistent enforcement are essential.

Key steps for implementation:

• Make the policy accessible – Include the policy in the staff handbook and provide employees with a way to access it confidentially, such as through an internal portal or HR contact.
• Explain expectations during onboarding – Ensure new hires understand the policy from day one.
• Ensure managers apply the policy consistently – Train supervisors to recognise and handle drug and alcohol misuse fairly and in line with your policy.
• Review and update regularly – Adjust the policy when laws change, workplace needs evolve, or after an incident related to drug or alcohol misuse.
• Provide a point of contact – Employees must know who to speak to if they have questions.

Training helps workers recognise the risks of drug and alcohol misuse and follow company rules. It also ensures managers know how to handle policy violations fairly and consistently.

Key training topics include:

• Effects of drugs and alcohol on work performance and safety
• Recognising signs of impairment
• How to report concerns
• Support options for employees struggling with substance misuse
• Consequences of violating the policy

Our online Drug and Alcohol Awareness Training course helps workers and managers recognise the risks and signs of substance abuse at work.

The course covers:

• How drugs and alcohol affect work performance
• Legal responsibilities for employers and employees
• Recognising and responding to drug and alcohol use at work
• Support options for employees struggling with substance misuse

Providing this training reinforces your drug and alcohol policy and supports your commitments to worker safety and wellbeing.