What should you include in your workplace drug and alcohol policy?

We’re constantly reminding clients that the first step in any drug and alcohol management isn’t testing, it’s all about the policy. So, what should you include in your workplace drug and alcohol policy?

At the risk of sounding a little obvious, the simple answer is everything! Your drug and alcohol policy really needs to be detailed, robust and comprehensive. However, it should also be clear and easy to understand. If you need a team of lawyers to decipher your policy, you’re on the wrong track!

In this blog, we’ll look at the key details you need to include your drug and alcohol policy and show you where to get help.

Key aspects of a robust drug and alcohol policy

Establishing a comprehensive drug and alcohol policy within a workplace involves delineating clear responsibilities, creating educational initiatives, implementing support mechanisms and defining specific protocols. Here's an expanded overview to guide you through these essential aspects, resulting in a well-rounded and effective policy.

1. Employer Responsibilities: Clearly outline the obligations of the employer in maintaining an alcohol and drug-free workplace. This includes the importance of managing drugs and alcohol to provide a safer workplace environment and fostering a culture of responsibility and awareness.
2. Management and Employee Responsibilities: Specify the roles of both management and employees in upholding the policy. Management, supervisors and other leaders are generally responsible for policy development and enforcement, while employees are accountable for compliance and reporting any concerns about substance misuse. However, it’s always a good idea to develop your policies with employee representation. This helps ensure employee buy-in as well as creating a better policy.
3. Educational Initiatives: Your policy should detail your educational programs to disseminate information about your drug and alcohol policy. You should provide information on awareness programs to ensure everyone understands the risks alcohol and drugs presents in the workplace.
4. Support Mechanisms: Any good drug and alcohol management program will include support mechanisms for individuals dealing with drug or alcohol-related issues. This may include Employee Assistance Programs (EAPs), counselling services or referral options to external support networks. Ensure you include these details in your policy.
5. Guidelines for Work-Sponsored Functions: Any workplace – even ones where safety isn’t a vital focus – should include guidelines for events where alcohol is provided, such as work-sponsored functions and end of year parties. Clearly communicate the expectations regarding responsible alcohol consumption and the consequences of any violations during such events.
6. Drug and Alcohol Testing: If your workplace conducts testing, you need to provide full details on the types and methods of testing that will be conducted. This can include whether you use random, post-accident, pre-employment or under suspicion testing; use saliva or urine samples; what drugs you test for; what equipment you use; and what procedures you follow.
7. Protocols for Those Under Suspicion: Clearly outline protocols to follow if an employee is suspected of being under the influence of alcohol or drugs. This may involve, for example, removing the person from the working environment to a place where they are safe and appropriate testing procedures.
8. Counselling and Disciplinary Measures: Define in your policy the counselling and disciplinary measures that will be implemented following a positive drug or alcohol test. If your workplace is particularly safety-focussed (e.g. aviation, road transport) you may take a zero tolerance approach to drugs and alcohol. You need to clearly state this in your policy and ensure your workforce understands.
9. Consequences for Refusal: Clearly state the consequences for individuals refusing to undergo a drug or alcohol test. This may include disciplinary measures which are often as significant – or in some cases more significant – as a positive test. Establishing these consequences ensures a consistent and fair approach.

Need help with your drug and alcohol policy?

Let’s face it, starting a drug and alcohol policy from scratch, or developing all the required procedures, is confusing and it’s easy to get it wrong. Luckily, there are experts who can help.

Integrity Sampling don’t just conduct workplace drug and alcohol testing, we have been helping clients with their drug and alcohol management for well over 20 years. So, whether it’s developing your drug and alcohol policy or drafting your procedures, we’ve got your covered.