Alcohol & Drug Policy Template

Purpose and Scope

This policy sets out the rules on alcohol, illegal drugs, and impairing medication for anyone working for or on behalf of [Organisation Name], including contractors, agency staff, and temporary personnel.

It applies across all organisation premises, client sites, business travel, and company-authorised events.

This policy maintains safety standards across our operations, provides confidential support for substance dependency, and establishes clear rules for handling policy breaches.

Working through related paperwork at the same time? See also our US Drug-Free Workplace Policy Template, Performance Review & One-to-One Template (UK) and Absence Management Policy Template.

Policy Statement

[Organisation Name] maintains a zero-tolerance approach to workplace impairment. You must not carry out work duties while impaired by alcohol, drugs, or impairing medication.

Drinking alcohol during working hours is prohibited, except at designated, authorised events. Possessing, using, or supplying illegal drugs on organisation premises or in company vehicles is strictly forbidden.

We treat substance dependency as a health issue when disclosed voluntarily and provide support to assist recovery. We address policy breaches through formal disciplinary procedures.

Definitions

• Impaired: Unfit to perform job duties safely and competently, regardless of the substance used or the quantity involved.
• Working Hours: Any time spent performing work duties, on call, on paid breaks, or driving for business.
• Safety-Critical Work: Tasks where physical or cognitive impairment creates a direct health and safety risk, such as driving, operating machinery, working at height, or caring for vulnerable individuals.
• Authorised Events: Approved gatherings where [Role] has formally permitted moderate alcohol consumption.

Responsibilities

• Policy Owner ([Role]): Keeps this policy up to date and oversees complex or escalated cases.
• Managers and Supervisors: Act immediately on any signs of workplace impairment, document direct observations, and safely remove impaired personnel from duty.
• All Personnel: Arrive fit for work, disclose any impairing medication before starting duties, and report concerns about impaired colleagues.

Operating Rules

• Do not perform work duties, drive on business, or visit client sites while impaired by alcohol or drugs.
• Do not drink alcohol during working hours, except at authorised events. Never consume alcohol before or during safety-critical work.
• Do not possess, consume, or supply illegal drugs on organisation premises or in company vehicles.
• Notify [Role] before starting work if you take prescription or over-the-counter medication that may cause drowsiness or affect coordination. We will adjust your duties where necessary without penalty.

Incident Management Procedure

1. If you assess that an individual is unfit to work due to suspected impairment, remove them from active duty immediately.
2. Document detailed, objective observations regarding their appearance, behaviour, and performance at the time of the incident.
3. Arrange safe transport home for the individual (e.g., via booked transport). Never permit someone suspected of impairment to drive.
4. Schedule a formal incident review for the next working day.

Support and Self-Referral

We provide confidential support to anyone who discloses a drug or alcohol dependency before a safety incident or disciplinary investigation occurs.

• Contact [Role] to arrange a confidential discussion.
• We will evaluate your duties and make temporary adjustments where necessary.
• Any time off required for medical treatment or rehabilitation falls under standard absence management procedures.
• Information about your condition remains strictly confidential and restricted to authorised personnel.
• Self-referral does not grant immunity for past safety breaches, but voluntary disclosure will be taken into account when deciding on appropriate outcomes.

Testing Standards

Where substance testing takes place within the organisation, the following rules apply:

• Testing is restricted to defined criteria: safety-critical roles, post-incident investigations, or instances of reasonable suspicion.
• An accredited service provider carries out testing, requiring the individual’s written consent.
• We process and maintain test records confidentially in line with data protection requirements.
• Unreasonably refusing a test requested under policy conditions will be handled as a conduct issue under the disciplinary framework.

Policy Breaches and Documentation

• We manage policy breaches under the formal disciplinary procedure.
• Performing safety-critical duties while impaired, or possessing, using, or supplying illegal drugs on site, is potential gross misconduct.
• If substance dependency comes to light during a disciplinary process, we may pause proceedings to evaluate appropriate health support options.
• Records of impairment incidents, self-referrals, and test outcomes are securely stored in [Location/System] with access restricted to [Authorised Roles].

Review Cycle

This policy is reviewed on an [Annual / Bi-annual] basis or following any significant workplace incident involving impairment.

• Policy Owner: [Role]
• Last Reviewed: [Date]
• Next Review Date: [Date]