Drug & Alcohol Policy

This sets out the Company’s policy on the abuse and consumption of alcohol and drugs. 

 

The Company will try to ensure that an employee’s use of alcohol or drugs does not impair the safe and efficient running of the organisation or the health and safety of its employees. It is intended that this policy also forms part of the Company’s Health and Safety policy.

Substance misuse in the workplace is covered by The Health and Safety at Work Act 1974, and the Company as a responsible employer takes its duties under the Act very seriously.

This policy aims to promote greater awareness of how alcohol and drugs dependency might be prevented, and to encourage and support self-referral by the employee.  The policy is designed to meet the Company’s legal obligation to discharge a duty of care to its employees and to others on the Company premises.

The Company recognises that employees will from time to time be prescribed legal drugs.  If this is on-going or permanent prescribed medication employees should notify their line manager.

Any consumption of alcohol or illegal drugs is prohibited during working hours on Company premises. Dependency on alcohol or drugs is a serious concern for the Company: it can lead to increased absences and poor performance whilst at work, in addition to the severe health risks to the employee. Employees with drug or alcohol problems are encouraged to discuss this with their line manager so the Company can provide the employee with the appropriate support. 

If an employee is incapable of performing their duties due to the influence of alcohol or drugs, this is considered a disciplinary offence. The employee may, if applicable, be suspended whilst the Company investigates.  Depending on the circumstances, a breach of this policy may be considered gross misconduct that leads to dismissal without notice. Similarly, being in the possession of, buying or dealing controlled drugs will be considered gross misconduct which may lead to dismissal without notice.  

Guidance

Consumption of alcohol and/or drugs 

It is illegal to drive with legal drugs in an employee’s body if it impairs their driving.  If employees drive a Company, private or client vehicle, or operate machinery or equipment, and have been prescribed legal drugs, the employee must inform their line manager and check with their General Practitioner if they are able to drive/use such machinery.  Employees may be required to provide evidence of this.   

Driving under the influence of alcohol is dangerous and potentially a criminal offence. Employees are responsible for ensuring that they are safe to drive and must not drive if they have exceeded the legal alcohol limit, whether this is in a private vehicle or a Company car. If an employee’s licence is removed due to driving offences, including driving under the influence of drugs and/or alcohol, the Company may invite the employee to attend a disciplinary meeting as per the HR-1.3 Disciplinary Policy, where it is necessary for the employee to drive as part of their duties.  

Unacceptable conduct not dependency related

Unacceptable behaviour that is linked to inappropriate drug or alcohol use, but not dependency related, will usually trigger the use of Disciplinary. 

Employees who, whilst at work, take or are under the influence of drugs which have not been prescribed legally for them on medical grounds, or who consume excessive amounts of alcohol will be investigated, as will any employee believed to be possessing, buying, or dealing in controlled drugs which have not been prescribed for medical purposes. This matter may also be passed to the police. 

Where the employee is perceived as not being capable of performing his/her normal duties due to the influence of alcohol or drugs, then suspension may be applicable. 

Due to risks under the Health and Safety at Work Act 1974, the use of non-prescribed drugs or an excessive amount of alcohol is not allowed.  The prohibition extends to all activities that relate to staff activities whilst “at work”.  These include, however, are not confined to:

– Driving whilst on company business:  This applies to drivers of their own vehicles as well as company vehicles and includes journeys made to and from clients and suppliers.

– On-call/standby duties: This applies to all staff irrespective of whether they have been called into the premises or out to see clients.  For safety reasons, it also includes those who’s on-call responsibilities are limited to giving technical advice over the telephone.

– Overnight conferences/training courses and parties: As an employee of the Company you are still deemed to be “at work” and therefore the terms of this policy will still apply.  

Medical treatment for alcohol or drug dependency

Employees with drug or alcohol problems, are encouraged to discuss this with their manager or the HR Department.  Admission by the individual of an alcohol or drugs problem may be difficult to discuss but the Company will take an understanding approach where an employee has acknowledged they have a dependency problem and will be supportive whilst they receive treatment. Any disclosure must be treated as strictly confidential. The following points will be relevant: 

  • The employee may have to take sickness absence during their treatment period and will be paid either Statutory Sick Pay or discretionary occupational sick pay during this time (see HR-4.7 Sickness Absence Policy for further information). 
  • The Company is responsible for offering reasonable support and every effort will be made to ensure that the employee is able to return to the same or similar duties once their recovery is complete. 
  • Where a return to work would affect the employee’s chance of recovery or the employee is possibly incapable of performing their duties, their line manager, in consultation with the HR department, will review the situation and agree the best course of action. This may be offering the employee a suitable alternative position or taking formal action under HR-1.3 Disciplinary Policy on the grounds of capability.

Alcohol/drug testing and searches

During the course of employment employees may be subject to unannounced searches for drugs and/or alcohol and random or pre-arranged drug and / or alcohol testing in accordance with either the Company’s or the Client’s policies and procedures. If an employee is found to be in possession of drugs and/or alcohol, have a positive test result or refuse to undergo a test, this would be considered as grounds for disciplinary action in accordance with HR-1.3 Disciplinary Policy, which could potentially lead to termination of their assignment / employment.  

Additional Information

If an employee becomes aware that they are working alongside a colleague with an alcohol or drugs problem, they have a duty to report this to their line manager or the HR department. Concealing such issues would not be in the interests of the Company or the individuals and such information will be treated as confidentially as possible. 

Further Help

Additional help and support are available from the Company Employee Assistance telephone helpline service. Details of which can be obtained from the HR Department.