Can you imagine walking into a workplace where tools are scattered on the floor, machinery is unguarded, forklifts race around corners, and hard hats are treated as optional extras? You’d likely feel unsafe and beat a retreat out the door as quickly as possible.
It’s not a stretch to say that Integrity Sampling’s consultants have stepped into many such workplaces. While it’s fair to say the hazards haven’t been as obvious as those described above, they’ve all been just as unsafe. Instead of visible risks, we’ve encountered employees returning after a long lunch with a few too many schooners under their belt, workmates testing positive to methamphetamines after a night out, or employees providing non-negative cannabis results because they assumed they could get away with a choof at work.
Instead of workplace drug and alcohol management, you could argue these workplaces were trying to perfect drug and alcohol mismanagement. And succeeding!
But there is good news. With our help, most of these workplaces have been able to turn the situation around quickly. And they all began with one simple document: A clear and enforceable workplace drug and alcohol policy.
Why a Workplace Drug and Alcohol Policy Is Important
A strong workplace drug and alcohol policy sets out how you’re going to control the risks associated with drugs and alcohol. It outlines the expectations, performance, and behaviour. It helps employees understand the consequences of drug and alcohol use at work and protects the business legally by reducing the risks for everyone on site.
We know what you’re thinking. This is one powerful policy. And you’d be right. But to achieve this the workplace drug and alcohol policy needs to be clear, robust and detailed.
Here how to develop your workplace drug and alcohol policy:
- Start with a clear statement of purpose. Explain why the policy exists. Focus on safety, health, and wellbeing. Make sure employees know that the organisation values a safe and productive environment.
- Define prohibited behaviours. Be specific about what constitutes a breach of policy. Include alcohol consumption, illegal drugs, and misuse of prescription medications. Avoid vague terms that could lead to confusion or inconsistent enforcement.
- Outline testing procedures. Clearly explain when and how testing may occur. Include random testing, post-incident testing, and reasonable suspicion testing. Transparency reduces misunderstandings and builds trust.
- Set consequences for breaches. Be fair and consistent. Include steps for counselling, rehabilitation, or disciplinary action if necessary. Make sure employees understand that safety comes first, not punishment.
- Engage employees throughout the process. Consult staff during policy development. Encourage feedback and questions. Employees are more likely to follow rules they help shape.
- Provide training and support. Offer regular education sessions about drugs, alcohol, and workplace safety. Include information on recognising impairment in colleagues and accessing support services.
- Review and update regularly. A policy is not static. Update it when laws change, or when workplace risks evolve. Regular reviews show employees that the company takes safety seriously.
Bringing Employees Along for the Ride
While all the above points are important, engaging employees during the development of your workplace drug and alcohol policy is perhaps the most vital step.
That’s because a policy will only work well if employees have been involved along the way. Involving employees creates buy-in and fosters a safety-first culture. When employees contribute to the rules, they are more likely to follow them and help others do the same.
One way to involve employees is by forming a small working group from different departments or shifts. Workplaces with unions will also involve union reps. This group can provide insights into how drugs and alcohol may affect different roles, identify practical challenges, and suggest realistic procedures.
You may also decide to run surveys or hold feedback sessions. Ask employees for their opinions on draft policies, what they see as potential risks, and what support they would find helpful. Encourage open discussion and make it clear that their input will directly influence the final policy.
Training workshops and team meetings are also excellent opportunities for consultation. Present scenarios, discuss possible outcomes, and let employees share ideas on best practices. This helps them understand not only the rules but also the reasoning behind them, which can increase compliance and morale.
Integrity Sampling Can Help
Developing a workplace drug and alcohol policy is the foundation of effective workplace drug and alcohol management. However, it’s rarely easy.
The good news is assistance is at hand with Integrity Sampling. We’ve helped hundreds of businesses develop and update drug and alcohol policies. We are ready to guide you through this process, make sure all the necessary boxes are ticked, and help you create the buy-in from employees that you need.
Ultimately, we can help your workplace thrive while keeping everyone safe.
Contact Integrity Sampling today to discuss your needs.
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Learn how to develop a strong workplace drug and alcohol policy. Discover practical tips to engage employees and improve safety with Integrity Sampling’s expert guidance.
Safety in Focus – National Safe Work Month
October is National Safe Work Month, a reminder that workplace safety isn’t a one-off task—it’s something to check, refine, and improve every day.
This week’s theme is Reviewing Controls. Risk controls only protect people if they continue to work as planned, so regular reviews are vital. That means:
- Consulting your team to confirm safety procedures are practical and followed.
- Tracking incident data to see if hazards are truly being reduced.
- Identifying new risks that controls themselves might introduce.
- Employers should foster a culture where staff can speak up when something isn’t right. When everyone feels confident to raise concerns, workplaces stay safer, healthier, and more productive.
Specifically, when it comes to drugs and alcohol, make sure you review your drug and alcohol policy and procedures regularly. Ensure your workplace drug testing is achieving its aims and is still being carried out effectively and efficiently.
