Imagine this scenario: one of your employees is seen by a passer-by purchasing drugs while driving a company vehicle, wearing the company uniform. It’s a nightmare for any business owner, not just because of the legal implications, but also the reputational damage.
For many, this situation might seem unimaginable – but this is exactly what happened to one of my clients recently. If you are a UK-based business without a robust drug and alcohol policy, incidents like these can create legal risks, disrupt productivity and even threaten your company’s brand image.
In this blog, we explore how HR policies and procedures can protect your business.
The impact of substance abuse in the workplace
If an employee is using drugs or alcohol during work hours, their ability to perform safely and effectively is immediately compromised. In sectors where driving, operating machinery or customer interaction is part of the role, the risks skyrocket.
The scenario of an employee purchasing drugs while driving a company van doesn’t just expose them to danger; it puts your business at risk of the following:
- Legal issues: if the employee were to cause an accident, you could face liability, especially if there’s no clear policy in place around drug use.
- Reputational damage: smartphones and social media mean anyone spotting the incident can cause a public relations disaster, damaging your reputation with customers and partners.
- Safety concerns: an impaired employee endangers their own life, as well as colleagues, customers and the public.
Why a robust drug and alcohol policy is non-negotiable
A clear, well-communicated drug and alcohol policy is essential to prevent these issues. UK law obliges employers to ensure the safety of their workforce under the Health and Safety at Work Act 1974. If you know (or should have known) that an employee is under the influence of drugs or alcohol, and you do nothing to address it, your business could face serious penalties.
A robust policy helps you demonstrate that your business is taking proactive steps to mitigate risk and ensure legal compliance. Set out clear expectations for employees, outlining what behaviour is acceptable and what is not.
The policy also helps line managers handle situations where substance misuse is suspected, including testing protocols, disciplinary action and support measures such as counselling.
While the knee-jerk reaction is to sack the employee under suspicion, anyone dealing with addiction needs support, not just punishment. A comprehensive drug and alcohol policy can include an Employee Assistance Programme (EAP) or rehabilitation options, demonstrating that the company is willing to support staff who seek help.
Put simply, early intervention can prevent problems from escalating, improving employee wellbeing and reducing workplace disruptions.
Consider crisis management
When the worst happens, having a clear policy can deliver swift action. Managers will know how to respond, so you can ensure a consistent, fair procedure where decisions are legally and ethically sound.
Your drug and alcohol policy is an essential tool for preventing issues from arising. Employees will understand that they act as ambassadors for your brand, wearing a uniform or travelling in a company vehicle. The policy reduces the likelihood of incidents, while ensuring any damage is contained quickly and effectively.
Does your business require a drug and alcohol policy?
For any HR policy to work, it needs to be tailored to your business and the specific risks in your industry. For example, clearly state that drugs and alcohol are not permitted on company premises or while representing the business.
The policy must also cover how and when employees are tested when substance use is suspected and the disciplinary procedure. Implementation requires line managers to be trained to understand the policy and know how to spot signs of drug or alcohol misuse.
I advise that businesses do not wait until a serious incident occurs. As an experienced HR consultant, I can help you draft a policy to meet your business needs.
JT HRConsultancy is an established HR services company based in Bedfordshire with clients across the UK. If you need help of advice on an employment issue, call me on 07715 026128 or email jo@jt-hrconsultancy.com
