Workplace policies on smoking, drugs and alcohol

Drug use can be a serious problem for your employee and for your business. You have clear responsibilities for the health, safety and welfare of your employees. It may include the use of prescription drugs and the use of new psychoactive substances (also known as legal highs).

You might have legal liability if you allow employees under the influence of drugs to continue working where this places themselves or others at risk.

As well as improving safety, tackling drug use - or preventing it in the first place - also brings other business benefits. They include higher productivity levels and fewer days being lost to illness.

Download a sample workplace drugs and alcohol policy (PDF, 114K).

Signs of possible drug use

Drug use is a very sensitive area and, short of catching someone taking drugs, it can be difficult to know when there's a problem. Some of the signs of possible drug use include:

• erratic behaviour
• mood swings
• poor time-keeping
• increased sickness absence
• change in attitude towards work and colleagues
• reduced productivity

It's important to bear in mind that these factors might have a range of causes. They don't always mean that someone is using drugs.

Confidential conversation

If an employee's behaviour is troubling then a confidential conversation may be the best way of finding out if there are any underlying problems, whether drug-related or not.

There are times when disciplinary action may be needed in response to drug use, eg when the safety of your workplace is compromised.

Where possible be supportive towards employees with drug problems. Often the best course of action is a referral to the appropriate counselling and support services.