{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Smoking, Alcohol, and Substance Misuse Policy

1. Purpose

The purpose of this Smoking, Alcohol, and Substance Misuse Policy is to set clear expectations and provide guidance to all temporary workers and employees of {{org_field_name}} on the safe, lawful, and professional handling of matters related to smoking, alcohol consumption, and substance misuse. The agency is committed to ensuring that all services delivered by temporary workers meet the highest standards of safety, professionalism, and care. Temporary workers have a duty to act responsibly and professionally at all times, safeguarding the health and wellbeing of service users, themselves, and colleagues. This policy aims to minimise risks associated with smoking, alcohol, or substance misuse and ensures compliance with The Health and Safety at Work etc. Act 1974, The Misuse of Drugs Act 1971, The Human Medicines Regulations 2012, The Health Act 2006 (smoke-free legislation), and the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014. This policy also addresses the guidance provided by the Care Quality Commission (CQC) regarding staff fitness and suitability.

2. Scope

This policy applies to:

• All temporary workers engaged by {{org_field_name}} including registered nurses, healthcare assistants, and other agency workers operating under zero-hours or casual contracts
• The director and all office staff of {{org_field_name}}
• Any premises used by {{org_field_name}} for business operations or training
• All client premises, including nursing homes, residential care homes, and other healthcare establishments where temporary workers are deployed

This policy applies during working hours, on client premises, while representing {{org_field_name}} during assignments, during work-related travel, and while wearing the agency uniform or identity badge.

3. Related Policies

• Code of Conduct for Temporary Workers
• Health and Safety Policy
• Disciplinary Policy
• Incident Reporting and Management Policy
• Safeguarding Adults and Children Policy
• Whistleblowing Policy
• Supervision and Appraisal Policy

4. Policy Statement

{{org_field_name}} is committed to promoting a smoke-free, alcohol-free, and drug-free work environment for the protection of service users, staff, and others. Temporary workers must never undertake assignments or represent {{org_field_name}} when under the influence of alcohol, illegal drugs, non-prescribed medication, or any substance that impairs their judgement or performance. All temporary workers are expected to behave professionally and safely at all times, complying fully with this policy, applicable legislation, and the policies of the client organisation.

5. Smoking

5.1 Smoke-Free Premises

In accordance with The Health Act 2006 and associated regulations, {{org_field_name}} maintains a strict smoke-free policy covering:

• The agency’s office premises, vehicles, and training facilities
• All client premises and vehicles, including outdoor areas where the client prohibits smoking

Temporary workers must adhere to:

• The client’s smoke-free policies during assignments
• The prohibition of smoking while in uniform, even when off duty but still in the public eye
• Only smoking in designated areas during authorised breaks

Electronic cigarettes and vaping devices must be treated as smoking and are subject to the same restrictions unless the client organisation specifies otherwise.

5.2 Responsibilities of Temporary Workers Regarding Smoking

Temporary workers must:

• Only smoke in designated smoking areas, if permitted by the client
• Avoid smoking on or near client premises when representing {{org_field_name}}
• Ensure they do not carry residual odours from smoking (including vaping) into the workplace as this may affect service users, especially those with respiratory conditions

Failure to comply may lead to removal from assignments and action under the Disciplinary Policy.

6. Alcohol Misuse

6.1 General Prohibition

Temporary workers must not:

• Consume alcohol while on duty, during breaks whilst on assignment, or before the start of a shift if it could affect their performance
• Report to duty under the influence of alcohol
• Store, carry, or consume alcohol on client premises without explicit permission from the client for exceptional circumstances (e.g., regulated events)

6.2 Alcohol and Fitness to Work

Temporary workers are expected to present themselves for work in a fit condition. This includes:

• Not attending any assignment under the influence of alcohol
• Being capable of safely and effectively performing assigned duties without impairment

If a temporary worker is suspected to be under the influence of alcohol, they may be immediately removed from duty and reported to {{org_field_name}} and the client organisation. This will be investigated under the Disciplinary Policy.

6.3 Responsibilities of Temporary Workers Regarding Alcohol

Temporary workers must:

• Abstain from alcohol during working hours, during on-call periods, and when representing {{org_field_name}}
• Report to the director if they are experiencing difficulties related to alcohol consumption that may affect their fitness to work
• Engage in any support or intervention plans where appropriate

7. Substance Misuse

7.1 Prohibited Substances

Temporary workers must not:

• Use, possess, or supply illegal drugs or non-prescribed controlled substances
• Work under the influence of substances likely to impair performance or judgement
• Misuse prescription medications, over-the-counter medicines, or substances such as solvents

Temporary workers taking prescribed medication that could impair performance must inform {{org_field_name}} confidentially. Reasonable adjustments will be made where possible to ensure the worker’s and service users’ safety.

7.2 Controlled Drugs

Temporary workers, especially registered nurses, must follow:

• The Misuse of Drugs Act 1971
• Client policies regarding the storage, administration, and disposal of controlled drugs
• The obligation to report any suspicion or evidence of drug misuse within the workplace

7.3 Substance Dependency

{{org_field_name}} is committed to supporting workers affected by substance dependency. Workers are encouraged to:

• Self-declare dependency or misuse concerns without fear of automatic dismissal
• Seek assistance through occupational health services or external specialist support
• Engage in recovery programmes or support plans

Confidentiality will be maintained unless there is a safeguarding, safety, or legal requirement to share information.

8. Incident Reporting

Temporary workers and staff must:

• Report concerns about a colleague or themselves relating to smoking, alcohol, or substance misuse immediately to the director of {{org_field_name}}
• Report concerns about client staff or practices relating to substance misuse using the Whistleblowing Policy
• Document incidents clearly and factually following the Incident Reporting and Management Policy

The director will:

• Investigate all incidents or concerns without delay
• Take appropriate actions, including support, retraining, temporary suspension from assignments, or disciplinary action
• Liaise with external bodies if necessary (e.g., safeguarding teams, NMC, Disclosure and Barring Service)

9. Training

All temporary workers will receive mandatory induction training which will:

• Outline the expectations of this policy
• Reinforce the impact of substance misuse on health and safety, safeguarding, and professionalism
• Promote understanding of support available for those experiencing addiction or dependency
• Outline the legal and professional responsibilities of all healthcare workers in relation to alcohol and substance misuse

Additional refresher training will be provided where required, especially following incidents or concerns.

10. Director’s Responsibilities

As {{org_field_name}} does not have a registered manager, the director is solely responsible for:

• Ensuring the policy is communicated effectively to all temporary workers and staff
• Monitoring adherence to this policy through audits, feedback, and incident reporting
• Investigating all breaches of this policy and initiating appropriate actions
• Offering support and guidance to workers who voluntarily disclose dependency issues
• Ensuring compliance with relevant legislation and regulatory requirements
• Reviewing this policy annually and updating it in response to changes in legislation, professional standards, or best practice
• Liaising with client organisations to ensure agency workers are familiar with and adhere to the clients’ own smoking, alcohol, and substance misuse procedures

11. Managing the Policy Efficiently

The director ensures this policy is implemented efficiently by:

• Incorporating the policy into worker induction and contracts
• Embedding compliance monitoring within placement evaluations, incident reviews, and supervision sessions
• Maintaining open communication channels for workers to disclose concerns safely
• Establishing partnerships with external agencies, where necessary, to support staff experiencing difficulties
• Ensuring that workers understand their professional responsibility to report fitness to practise issues affecting themselves or colleagues
• Collaborating with client organisations to manage concerns jointly when they arise on assignment
• Ensuring that temporary workers are not penalised for seeking help related to dependency but taking proportionate action if safety is compromised

12. Support for Workers

{{org_field_name}} supports a non-punitive approach where workers proactively disclose smoking, alcohol, or substance misuse concerns. Support may include:

• Adjustment of duties where safe and appropriate
• Access to signposted professional support services
• Increased supervision during recovery
• A formal action plan agreed between the worker and the director

In cases where safety is compromised or where a worker refuses support, disciplinary procedures may be applied.

13. Policy Review

This policy will be reviewed at least annually by the director of {{org_field_name}} or sooner if required by legislation, best practice, or changes in the agency’s operations. Updated versions will be shared with all temporary workers and clients.

---

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.