Call us on
0161 941 2426
Employers have a legal duty to safeguard their workforce and reduce health and safety risks. To achieve this all organisations should have an effective drug and alcohol policy in place, have key members of staff trained to look out for signs of use and to offer support.
Creating a drug and alcohol policy
If your organisation does not have a workplace drug and alcohol policy, we would recommend that you put one in place. When your company is clear on the rules it will reduce the risk of any misunderstandings, sustain health, strengthen productivity and reduce absence levels.
This policy should form part of your Health & Safety policies and procedures and should:
Policies are more likely to be well received when the workforce has been involved in their creation. Engagement with your staff during the initial stages of creation will foster trust and credibility.
It is best practice to train managers on how to recognise signs of drug or alcohol use at work, how to intervene and what action to take if an employee tells them about a problem they have.
Within the policy document it must be made clear that any individuals who wish to have support for their drug or alcohol use will be treated sensitively and in confidence.
Screening for drugs and alcohol
The testing of drug and alcohol use is more relevant in certain sectors, such as industries where individuals have to make critical decisions or operate machinery. To support any screening policy the company must justify the reason, for example, there is a health and safety risk or potential to cause damage to the business.
If testing is to form part of your company’s drug and alcohol policy this should also be referenced in the contract of employment and it is usual practice for any recognised trade union to be consulted due to the legal, practical and ethical issues. It’s wise to think carefully before introducing screening, you’ll need to consider exactly what it is you want to achieve and what you will do with the results.
There are several circumstances when a drug test may be required:
Issues to consider:
We’re here to help
Here at P3 People Management we put people at the heart of everything we do and believe that a workforce who understand that they are being cared for and supported will become loyal, highly motivated and work hard to help the organisation reach its goals.
Our HR helpline will allow you access to expert advice and guidance to support you with any queries you may have regarding your workforce.
To support you further we provide a free policy review so If your organisation requires professional HR help please contact us on 0161 941 2426.
“"A small organisation making big changes wanting calm and clear support on how to deliver a restructure programme: P3 supported us on all elements; with a timetable of activity for Board so they felt confident all steps were in place and importantly all staff were considered and supported; process roll-out guidance; production of letters for staff; 1:1 support for me, the MD, as we handled the emotional and personal challenges that any restructure generates, as most importantly it's about people. Thank you P3"”
We start 2020 with some certainties. We know Boris Johnson won the election and that his party will ‘Get Brexit done’ at the end of the month. However, many questions remain unanswered;
What words pop into your head as being the most significant for 2019? Obviously ‘Brexit’ will feature high up on that list. Perhaps ‘change’, ‘unrest’ and ‘rethink’ come to mind too. Last year;
Get the latest updates from P3 and great advice on how your HR can be improved.