Alcohol and Drugs Policy
A) ALCOHOL AND DRUGS
Alcohol and drug misuse can have an adverse effect not just on an individual but on their colleagues, customers and
the public. Having a safe working environment, providing excellent customer service by maintaining productivity
levels and avoiding days being lost to illness are all critical to our success.
The Company requires all employees to comply with the Alcohol and Drugs Policy. Breaches of the policy will be
taken very seriously and may be dealt with under the appropriate Company disciplinary procedure.
For the purposes of this policy, the term ‘drugs’ is used to describe both illegal drugs and other psychoactive (mind altering)
substances which may or may not be illegal.
B) KEY RULES
a) Employees must ensure that they are not intoxicated by alcohol and are free of any drugs when they
report for work and that they remain so whenever they are at work;
b) Employees must not drink alcohol during working time.
c) The use, possession, storage, transportation, promotion and/or sale of drugs or drug equipment is
forbidden during working time, in the workplace or at a customer’s site;
d) Where employees are prescribed medication or are taking over-the-counter medicines or herbal
remedies that may affect their work performance or the safety of themselves or others, they must advise
their Line Manager.
e) Employees may be required to undergo testing for alcohol or drugs in their system in certain defined
circumstances.
C) POLICY COMPLIANCE
The Company strongly discourages employees from drinking any alcohol prior to driving or reporting to work
(including at lunchtimes).
Employees must be aware of what they drink and take into account how long it takes for the alcohol to clear their
system.
Employees must not drink alcohol during working time. Working time is any time between when an employee reports
for work and the time when they finish work. It includes any period of call out done whilst on standby duty or
overtime working.
Employees must not have any drugs in their system when they arrive at work or at any time throughout the working
day. Individuals taking illegal drugs at any time are breaking UK law and increasing the risks to their health and safety.
Whilst some psychoactive substances are not illegal, they mimic the effects of illegal drugs and therefore pose the
same risks to health and safety. Because of this, they are treated by the Company in the same way as illegal drugs for
the purposes of this policy.
The use, possession, storage, transportation, promotion and/or sale of drugs or drug equipment is forbidden during
working time, in the workplace or at the worksite and is a breach of this policy and the law. In any of these situations
the Company may take appropriate action including disciplinary action up to and including dismissal. The Company
will also have a duty report any criminal activity to the relevant authorities.
D) PRESCRIBED MEDICATION
The policy does not stop employees from using prescribed medication, over-the-counter medication or herbal
remedies. However, medication like tranquillisers, sleeping pills, pain-killers, decongestants, cough suppressants,
antihistamines (for treatment of hay fever or other allergies) and antidepressants can make people feel drowsy and
may affect their work performance or the safety of themselves or others. So, if an employee is taking any medication
they should:
a) Check the possible side effects with their doctor or pharmacist; and
b) Let their Line Manager know in confidence, who will, if necessary, make alternative duty arrangements
for them.
E) TESTING
The benefit of testing is that it provides an objective way of measuring whether an employee has used alcohol or drugs
rather than relying on the personal opinion of a colleague.
An employee may nominate a colleague or trade union representative to witness the test where this is reasonable and
practical and the Company will try to arrange this where requested. The Company will take appropriate action in
response to any attempt by an employee to falsify a test result and this may result in disciplinary action under the
Company’s disciplinary procedures, up to and including dismissal.
The Company can be prosecuted if it knowingly allows an employee who is intoxicated or under the influence of
drugs to continue working, as this places other people at risk. If an employee is obviously intoxicated or under the
influence of drugs, they will be suspended from duty on contractual pay and sent home. If the screening result is not
available by the time they should next start work, depending on the circumstances requiring them to be tested, they
will either remain suspended from duty or be re-allocated to risk-free work until the results arrive.
An employee refusing to be tested under the provisions of this policy may be subject to appropriate action including
disciplinary action under the Company’s disciplinary procedures, up to an including dismissal.
Employees confirmed to be in breach of the Alcohol and Drugs Policy may be subject to action under the appropriate
Company disciplinary procedure.
F) HELP
If an employee comes forward voluntarily and seeks help for an alcohol or drug problem they will be given help and
support by the Company. If an employee thinks they have a problem and may be violating the policy as a result, it is
very much in their interest to come forward and seek help voluntarily. The Company will be sympathetic and will
ensure they get the help and support they need.
If an employee asks for help, the Company will be supportive in every way possible and can suggest professional
advice and help. If an employee volunteers to the Company that they have an alcohol or drug problem they will be
treated with dignity, at all times. Any discussions will be in the strictest of confidence.
