Employer's Substance Abuse Policy

This document can be used by an employer to create a Substance Abuse Policy. The substance abuse policy has the following objectives:

• To clearly outline how an employer handles the use of alcohol and drugs by employees. This will extend to whether employees can consume alcohol on the business premises.
• To clearly outline how an employee can seek help with any existing alcohol or drug problems.
• To explain the punishments that exist for a breach of this policy, as well as clearly stating what kind of conduct will amount to such a breach.

The document has been tailored to use specifically in the jurisdiction of England and Wales.

This document can also be used by employers with oragnisations of varying sizes (small, medium or large) and different structures (a company, a sole trader or a partnership). It also makes provision for an organisation whose employees may be part of a trade union.

This policy also explains how the employer will monitor and/or test employees, the circumstances in which an employer will request a medical examination, and how referrals to specialist agencies or the employer's medical department will be made.

 

How to use this document

This document should be easily accessible to all employees within the employer's organisation. It should also be communicated to employees either electronically (via email) or in a physical printout to ensure that all employees are aware of the employer's commitment to promoting the health and well-being of its employees.

This policy also makes reference to other policy documents that govern employee conduct and operations such as:

• Sickness Policy: a policy that outlines how an employer will handle employee sickness and the resultant absence from the workplace;
• Health and Safety Policy: a policy that outlines an employer's approach to ensuring the health and safety of its employees. This is a policy the employer can look to implement along with this substance abuse policy; and
• Disciplinary Policy: a policy that outlines in detail how an employer will handle an employee's poor and improper conduct at the workplace.

The employer may also see the need to implement other policies such as Social Media Policy, Equal Opportunities Policy and Employee Privacy Policy that may be beneficial to the overall running of the employer's organisation.

This policy has been created as a separate document that does not form part of the employee's contract and can be amended without the employee's prior agreement.

PLEASE NOTE: Where the employer consults the employee's trade union before implementing this policy, it may need to consult with the trade union before this policy can be amended or modified.

Where the employer is a company, this policy should be signed and dated by the member of management who has the authority to do so. If the employer is a sole trader, it should be signed and dated by the individual who is the sole trader. Where the employer is a partnership, it should be dated and then signed by all the persons who are partners in the partnership. The employer should ensure that its managers or supervisors are acquainted with this policy and follow it properly in matters relating to substance abuse so that the true intentions of its provisions are reflected across the organisation.

Whenever this policy is changed or amended, the employer should provide the employee with the amended policy in either an electronic format (via email) or a physical printout at the earliest opportunity.

 

Applicable Laws

Misuse of Drugs Act 1971

Psychoactive Substances Act 2016

Health and Safety at Work etc Act 1974

 

Help from a lawyer

You can choose to consult a lawyer if you need help.

The lawyer can answer your questions or help you through the process. You will be offered this option when you complete the document.

 

How to modify the template

You fill out a form. The document is created before your eyes as you respond to the questions.

At the end, you receive it in Word and PDF formats. You can modify it and reuse it.