IDS HR Study 828, August 2006

Alcohol and drug policies

• Highlights the importance of establishing clear rules on alcohol and drugs in the workplace
• Describes the arrangements for testing for drugs and alcohol, and the circumstances under which it typically takes place
• Considers the rehabilitation services and other types of support employers can offer to those who admit to a genuine problem
• Looks at the legal considerations surrounding alcohol and drugs at work
• Includes six detailed company case studies that describe different approaches to alcohol and drug policies.

All organisations acknowledge that staff should be free from the effects of alcohol and drugs while they are at work. Misuse can have a negative impact on productivity and jeopardise safety in the workplace. The reputation of the business may also suffer.

It is good practice for companies to have a policy in place before any alcohol- or drug-related problems arise. Many realise the significant potential dangers of ignoring the issue. In some sectors, where safety critical roles predominate, there is often specific legislation that must be adhered to.

At the core of any policy are rules setting out what is and is not allowed in relation to alcohol and drug use in, or affecting, the workplace. A typical policy seeks to strike a balance between adopting a disciplinary approach where necessary and creating a culture where employees who admit to a dependency are helped to overcome their problem.

As an enforcement measure, some companies test employees for alcohol and drugs. It may be decided that particular types of testing – unannounced random testing, for example – are appropriate for some parts of the workforce and not others. This Study discusses the different types of screening carried out by employers and examines the data protection and legal issues surrounding workplace testing.