This Alcohol and Drug Misuse Policy covers issues such as how alcohol and drug problems will be recognised at work and help offered and at what point an employee's drinking or drug taking will be treated as a matter for discipline rather than as a health problem.
The misuse of alcohol and drugs can lead to reduced productivity, absenteeism and accidents at work.
This Alcohol and Drug Misuse Policy covers issues such as how alcohol and drug problems (including 'legal highs' - psychoactive substances) will be recognised and help offered and at what point and in what circumstances an employee's drinking or drug taking will be treated as a matter for discipline rather than as a health problem.
Rules on alcohol use will vary according to the nature of the job and the organisation. A strict no-alcohol rule may be necessary for health and safety reasons, for example, in businesses where people operate machinery or drive vehicles. Other businesses might not need to be this strict and may allow social drinking at lunchtime. This policy allows you to specify an alcohol rule suitable for your business.
Although dismissal for alcohol or drug misuse may be potentially fair on the grounds of either capability or conduct, alcoholism and drug addiction are increasingly regarded as illnesses. Where a drink or drug problem is apparent, employers are encouraged to investigate the employee's medical condition and seek medical advice before dismissing the employee.
This Alcohol and Drug Misuse Policy is suitable for use in England, Scotland and Wales and covers the following:
- definitions of alcohol and drug abuse
- alcohol policy details
- drug policy details
- disciplinary rules
- medical examination and testing
- referral procedures
- organisational responsibility
- common signs of alcohol or drug dependence.