CH170-Using Alcohol and Drugs (Staff) Policy
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Registration Number: {{org_field_registration_no}}
Using Alcohol and Drugs (Staff) Policy
1. Purpose
The purpose of this policy is to promote a safe, professional, and supportive work environment by clearly outlining the expectations and responsibilities regarding the misuse of alcohol and drugs by staff. {{org_field_name}} is committed to protecting the safety and well-being of the people we support, our staff, and the public by ensuring that employees are not impaired by alcohol or substances while on duty. This policy supports compliance with the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, including Regulation 12 (Safe Care and Treatment), Regulation 17 (Good Governance), and Regulation 19 (Fit and Proper Persons Employed). It also aligns with our duty of care under the Health and Safety at Work Act 1974.
2. Scope
This policy applies to all employees, agency staff, volunteers, contractors, and any other personnel working within or on behalf of {{org_field_name}}. It covers conduct in the workplace, during working hours, on call duties, and at any time when representing the organisation. It includes the misuse of alcohol, illegal substances, legal highs, prescription or over-the-counter medications that impair performance, and unauthorised substances on the premises.
3. Related Policies
This policy should be read in conjunction with:
- CH16 – Health and Safety at Work Policy
- CH19 – Emergency and Business Continuity Plan
- CH26 – Recruitment, Selection and Retention Policy
- CH27 – Staff Supervision, Training and Development Policy
- CH28 – Staff Conduct and Code of Ethics Policy
- CH31 – Disciplinary and Grievance Policy
- CH13 – Safeguarding Adults and Children from Abuse Policy
4. Policy Details
4.1 Zero Tolerance to Working Under the Influence
{{org_field_name}} operates a zero-tolerance approach to staff being under the influence of alcohol or drugs while on duty. Any staff member who is found to be impaired, smells of alcohol, or is suspected of being under the influence of substances while working will be immediately suspended from duty pending investigation. This is a serious breach of professional conduct and may result in disciplinary action up to and including dismissal in line with our CH31 Disciplinary Policy. This includes reporting to relevant professional or regulatory bodies where applicable.
4.2 Responsibilities of Staff
All staff are responsible for ensuring they are fit to work and not impaired by alcohol or drugs. Staff must not consume alcohol during working hours or attend work under the influence of any substance that may affect their judgement, coordination, concentration, or ability to deliver safe care. This includes being mindful of the effects of prescribed or over-the-counter medication. If a prescribed medication has side effects that could affect work performance, the staff member must inform their line manager and seek medical advice. It is the staff member’s duty to disclose any situation that may impact their fitness to work.
4.3 Recognising and Reporting Concerns
Any employee who suspects a colleague is working under the influence has a duty to report their concerns to the Registered Manager {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}} or a senior manager. Reports are treated confidentially and with sensitivity. Prompt reporting ensures we maintain safety and prevents potential harm to colleagues and people we support. Managers must act immediately on concerns, record observations, and follow our incident management and disciplinary procedures. All reports and investigations are documented.
4.4 Alcohol and Drug Testing
In certain cases, including following an incident, near-miss, or observable impairment, {{org_field_name}} may require the staff member to undergo alcohol or drug testing. Refusal to comply with testing without reasonable justification will be treated as a disciplinary matter. Testing will be carried out by an approved provider in line with employment law and data protection requirements. Consent will be obtained prior to testing and support offered where appropriate.
4.5 Support and Rehabilitation
We recognise that alcohol or substance misuse can be a health condition. {{org_field_name}} promotes a supportive environment where staff struggling with substance misuse are encouraged to seek help. We will treat disclosure with sensitivity and offer support through referrals to occupational health, Employee Assistance Programmes (if available), or external support services. Where a staff member voluntarily discloses a problem before it affects their work, a support and monitoring plan will be developed to help them return to safe practice. This may include temporary adjustments to duties and review meetings. Support does not apply where misuse is discovered through misconduct or after a serious incident.
4.6 Prescription and Over-the-Counter Medications
Staff must notify their line manager if they are taking any medication that may impair their ability to perform their duties safely. This includes drowsiness, dizziness, impaired coordination, or blurred vision. A risk assessment may be carried out, and temporary duty modifications made where needed. Staff must not share or distribute any medication with colleagues or individuals supported by the service under any circumstances.
4.7 Managing Substance-Related Incidents
If a staff member is found in possession of illegal substances, distributing medication inappropriately, or found intoxicated while at work, this will be treated as gross misconduct. Where criminal activity is suspected, the matter will be reported to the police. Safeguarding procedures will be followed, and any risks to people we support will be addressed immediately. The Registered Manager will also notify CQC in line with Regulation 18 – Notification of Other Incidents, where the safety of service users is affected.
4.8 Training and Awareness
All staff are educated on this policy during induction and as part of annual training. The importance of reporting concerns, understanding impairment risks, and the process for support is regularly reinforced through team meetings, supervisions, and internal communications. Line managers receive training in identifying signs of misuse and supporting early intervention.
5. Policy Review
This policy will be reviewed annually, or sooner if there are changes in legislation, CQC guidance, or following any significant incidents or emerging trends. The review will be led by the Registered Manager and supported by senior leadership. Updates are communicated to all staff and acknowledged through a signed policy declaration or training record.
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}}
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