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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Substance Misuse (Drugs and Alcohol) in the Workplace Policy

{{org_field_name}}

1. Purpose

The purpose of this policy is to establish a clear and comprehensive approach to the prevention, identification, management, and resolution of substance misuse issues involving drugs and alcohol among staff of {{org_field_name}}. The policy is designed to protect the health, safety, and welfare of service users, staff, and members of the public by ensuring that all employees and temporary workers carry out their duties free from the influence of substances which may impair their judgement, performance, or behaviour. The misuse of alcohol, drugs (including prescription, over-the-counter, and illicit substances), or other intoxicants is incompatible with providing safe and effective care. This policy is in accordance with The Health and Safety at Work etc. Act 1974, The Misuse of Drugs Act 1971, The Road Traffic Act 1988, The Equality Act 2010, The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, and the CQC Fundamental Standards.

2. Scope

This policy applies to:

• All registered nurses, healthcare assistants (HCAs), senior carers, and temporary workers employed or engaged by {{org_field_name}} under zero-hours or flexible contracts
• All office-based and operational staff
• Any staff undertaking duties on behalf of {{org_field_name}} whether in client organisations, agency premises, or during travel between assignments

3. Related Policies

• Code of Conduct
• Disciplinary Policy
• Health and Safety Policy
• Incident and Accident Reporting Policy
• Whistleblowing Policy
• Recruitment Policy
• Supervision and Appraisal Policy
• Safeguarding Adults and Children Policy

4. Policy Statement

{{org_field_name}} is committed to promoting a safe and healthy working environment where staff perform their duties free from the influence of alcohol, drugs, or other substances. The misuse of alcohol or drugs has significant implications for health, safety, performance, and the reputation of the agency and the wider health and social care sector. This policy outlines preventative measures, support systems, and disciplinary processes to ensure that staff who misuse substances are treated fairly and proportionately while protecting the safety of service users.

5. Responsibilities

Director
The Director will:

• Implement and review this policy annually or sooner if required by law or incidents
• Ensure all staff receive clear information on this policy during induction and through ongoing communication
• Ensure managers and supervisors are trained to recognise the signs of substance misuse
• Investigate and manage substance misuse incidents fairly and confidentially
• Provide access to support and referral services where appropriate
• Take appropriate action, including suspension, disciplinary action, or referral to professional regulators when necessary

All Staff
All staff are responsible for:

• Reporting for duty fit for work and free from the effects of alcohol, drugs, or other substances
• Not consuming alcohol or illegal drugs during working hours or whilst on-call
• Ensuring that prescribed or over-the-counter medications that may affect performance are disclosed to the Director or relevant manager prior to commencing work
• Reporting any concerns regarding a colleague’s fitness for work to the Director in line with the Whistleblowing Policy
• Cooperating fully with investigations relating to substance misuse

6. Substance Misuse Defined

For the purpose of this policy, substance misuse includes:

• Consuming or being under the influence of alcohol during working hours or on agency premises
• Using, possessing, or distributing illegal drugs or substances on duty, on agency premises, or in client premises
• Misuse of prescribed or over-the-counter medication which impairs performance
• Using recreational or so-called ‘legal highs’ or psychoactive substances which may impair judgement or health
• Reporting to work under the influence of substances whether consumed during personal time or while on duty

7. Prescribed and Over-the-Counter Medication

Staff taking prescribed or over-the-counter medication which may impair performance or judgement must:

• Inform the Director or relevant client organisation’s management
• Follow any advice provided by their GP or pharmacist regarding fitness to work
• Comply with client or agency risk assessments, which may include temporary redeployment, restrictions, or adjustments
• Never share prescribed medication with others

8. Recognising Substance Misuse

Managers, supervisors, and colleagues should be aware of potential indicators of substance misuse, which may include:

• Changes in behaviour or performance
• Frequent unexplained absences
• Accidents or near misses
• Impaired concentration, coordination, or decision-making
• Smell of alcohol or drugs
• Slurred speech or unsteady movements
• Fluctuations in mood, aggression, or withdrawal
  Staff should approach concerns sensitively and report them confidentially following {{org_field_name}}’s Whistleblowing Policy.

9. Prevention

{{org_field_name}} will take proactive steps to minimise the risk of substance misuse by:

• Providing clear information to all staff regarding this policy during induction
• Promoting staff health and wellbeing
• Raising awareness of the risks associated with substance misuse
• Encouraging staff to seek help if they are struggling with substance misuse issues

10. Support for Staff

Where substance misuse is identified and voluntarily disclosed by a staff member prior to an incident, {{org_field_name}} will:

• Offer support, which may include referral to occupational health, counselling, or addiction services
• Discuss with the staff member any necessary adjustments to work duties
• Encourage rehabilitation and return to work where appropriate
  Staff are encouraged to seek help at the earliest opportunity to enable supportive interventions and minimise risk to themselves and service users.

11. Managing Incidents

If a staff member is suspected of being under the influence of drugs or alcohol whilst on duty:

• They will be removed from duty immediately to protect service user safety
• The Director will be informed and an investigation will be initiated
• The staff member may be suspended from duty pending the outcome of the investigation
• Where appropriate, referrals may be made to professional regulators, the Disclosure and Barring Service (DBS), or safeguarding authorities
• Client organisations will be informed of any relevant findings where placements are affected
• Confidentiality will be maintained throughout the investigation

12. Testing for Drugs and Alcohol

{{org_field_name}} does not routinely carry out drug or alcohol testing but reserves the right to require testing:

• Where an incident has occurred or where there is reasonable suspicion of substance misuse
• As part of a client-specific contractual requirement
• Following repeated concerns regarding performance, safety, or behaviour
  Testing will be carried out fairly, lawfully, and with the consent of the staff member. Refusal to comply with testing may result in disciplinary action.

13. Disciplinary Action

Substance misuse which endangers service users, breaches professional codes of conduct, or contravenes this policy may result in:

• Formal disciplinary action up to and including dismissal
• Immediate removal from the assignment
• Referral to professional bodies such as the Nursing and Midwifery Council (NMC)
• Notification to safeguarding authorities or the Disclosure and Barring Service (DBS)
  The Director will ensure that all disciplinary processes are fair, proportionate, and follow the agency’s Disciplinary Policy.

14. Safeguarding

Where substance misuse places service users, staff, or the public at risk, staff must treat this as a safeguarding matter and report it in accordance with {{org_field_name}}’s Safeguarding Adults and Children Policy.

15. Confidentiality

All information relating to substance misuse concerns will be handled confidentially and sensitively, in line with the Data Protection Act 2018 and the UK GDPR. Information will only be shared on a need-to-know basis or where required by law or regulatory obligations.

16. Training

All staff will receive:

• Training on this policy during induction
• Regular refresher training on health and safety, safeguarding, and professional conduct, which will reinforce the expectations regarding substance misuse
• Additional training as necessary following incidents or identified learning needs

17. Director’s Oversight

The Director will:

• Take lead responsibility for implementing and reviewing this policy
• Ensure all staff are aware of their responsibilities under this policy
• Monitor incidents and concerns involving substance misuse
• Investigate incidents and ensure lessons learnt are embedded into future training and policy updates
• Ensure that staff are supported to seek help for substance misuse concerns at the earliest opportunity

18. Policy Review

This policy will be reviewed annually by the Director or earlier if required by changes in legislation, best practice, or in response to incidents or concerns.

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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.