CHW170-Using Alcohol and Drugs (Staff) Policy
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{{org_field_name}}
Registration Number: {{org_field_registration_no}}
Using Alcohol and Drugs (Staff) Policy
1. Purpose
This policy sets out {{org_field_name}}’s approach to preventing, identifying, and managing issues related to alcohol or drug use among staff. It ensures that we maintain a safe, professional, and supportive working environment where staff are fit to perform their duties and residents are safeguarded from harm. The policy aligns with the Regulation and Inspection of Social Care (Wales) Act 2016, the Health and Safety at Work etc. Act 1974, and CIW’s expectations of safe, responsible, and professional conduct in care settings.
The misuse of alcohol or drugs, including prescription and non-prescription substances, can impair judgment, coordination, and the ability to provide safe care. This policy promotes early intervention, safeguards service users, and supports staff in accessing appropriate help when required.
2. Scope
This policy applies to all employees of {{org_field_name}}, including full-time, part-time, temporary, bank, agency, volunteer, and contracted workers. It relates to conduct during working hours, on work premises, during on-call duties, or when representing the organisation off-site. It also applies where substance misuse outside of work has an impact on an individual’s fitness for duty or professional behaviour.
3. Related Policies
This policy should be read in conjunction with:
CHW11 – Safe Care and Treatment Policy
CHW16 – Health and Safety at Work Policy
CHW18 – Risk Management and Assessment Policy
CHW28 – Staff Conduct and Code of Ethics Policy
CHW31 – Disciplinary and Grievance Policy
CHW29 – Whistleblowing (Speaking Up) Policy
CHW27 – Staff Supervision, Training and Development Policy
4. Policy Details
4.1 Zero Tolerance for Substance Misuse in the Workplace
{{org_field_name}} operates a zero-tolerance policy for staff attending work under the influence of alcohol or drugs. No staff member may:
Report for duty while under the influence of alcohol, illegal drugs, or substances that impair judgment
Consume alcohol or use recreational drugs during working hours, including break times
Store or possess illegal substances or alcohol on site
Administer controlled substances unless as part of authorised care delivery under the Medication Management Policy (CHW21)
4.2 Recognising the Signs of Misuse
All staff are trained to be alert to signs of substance misuse, which may include:
Sudden mood changes, irritability, or confusion
Drowsiness or hyperactivity
Unexplained absences or frequent lateness
Deterioration in work performance, memory, or decision-making
Smell of alcohol or unusual odours
Unsteady gait or slurred speech
Repeated accidents or breaches of procedure
If such indicators are observed, staff are required to report concerns in confidence to their line manager or use the whistleblowing procedure (CHW29).
4.3 Reporting and Responding to Concerns
Concerns about a colleague’s use of alcohol or drugs must be reported immediately to the Registered Manager or designated senior manager. Reports will be handled sensitively, with confidentiality respected in line with CHW34 – Confidentiality and Data Protection Policy. Managers will assess the situation promptly and determine whether the staff member is fit to remain on duty. If a member of staff is suspected to be under the influence during working hours, they will be suspended from duty pending a risk assessment and investigation. In serious or repeated cases, or where there is risk to residents, we reserve the right to initiate disciplinary action, up to and including dismissal, under CHW31.
4.4 Support and Early Intervention
Where substance use is disclosed voluntarily or detected at an early stage, and no harm has occurred, {{org_field_name}} will take a supportive approach. Staff will be encouraged to seek medical advice or referral to addiction support services. We may agree a structured support plan that may include:
Time off to attend rehabilitation
Temporary adjustments to duties or hours
Close supervision and monitoring of performance
Regular review meetings to track recovery and workplace safety
We aim to balance our duty of care to the staff member with our overriding responsibility to safeguard people using our service.
4.5 Use of Prescription or Over-the-Counter Medication
Staff must inform their line manager if they are taking any medication that may impair their ability to carry out their duties safely. This includes sedatives, painkillers, or medications with side effects such as drowsiness or confusion. Medical confidentiality will be respected, and adjustments may be made to tasks or rotas where necessary. Staff must not share their prescribed medication with others under any circumstance.
4.6 Testing for Substance Misuse
In situations where there is a legitimate concern regarding a staff member’s fitness for work due to potential substance misuse, {{org_field_name}} may request that the individual undertakes a drugs or alcohol test. This would only occur with the staff member’s consent and in accordance with data protection laws and fair employment practices. Refusal to cooperate may be considered a disciplinary matter. Testing will only be carried out by qualified external providers and results will be handled in strict confidence.
4.7 Managing Substance Misuse Off-Duty
Where a staff member’s off-duty substance use affects their conduct, reliability, or performance at work, or brings the service into disrepute, this may be investigated and managed under our conduct policy. Examples include criminal charges for drink-driving, drug-related offences, or being unfit for work following off-duty intoxication. Staff must disclose any relevant charges or cautions as part of our Good Character requirements (see CHW02 and CHW28).
4.8 Safeguarding and Duty to Report
Where substance misuse presents a risk to residents, particularly if it compromises safe care, immediate action will be taken. This may include suspension, notification to CIW under Regulation 60, referral to {{org_field_local_authority_authority_name}} Safeguarding Board, or in extreme cases, contact with police or professional regulators. This is in line with our safeguarding policy (CHW13) and our legal obligations under RISCA.
4.9 Staff Training and Culture
All staff receive training on substance misuse as part of induction and ongoing health and safety training. We promote a culture of openness, support, and responsibility. Staff are encouraged to speak up without fear of stigma and to access help early. Posters and resources on addiction support and employee well-being are displayed in staff areas and signpost to local services.
5. Policy Review
This policy will be reviewed annually or sooner if:
- There are changes to relevant legislation or CIW guidance
- An incident occurs that highlights a gap in the policy
- Audit or staff feedback indicates that procedures require revision
- Best practice guidance from health, safety, or care sector authorities is updated
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.