Drug and alcohol misuse are significant issues in society, meaning they’re also an issue for UK workplaces. As an employer, you may find yourself needing to test whether drug or alcohol use is occurring in your workplace. This might be because you operate a safety-critical environment and so need to prevent accidents and injuries caused by impaired judgement. Or it could be to ensure productivity and quality of work, to maintain a positive company reputation, and/or to uphold fairness and equality among employees.

How you manage this is vital.

It's essential for employers to have a clear and well-communicated drug and alcohol policy that outlines the procedures for testing, the consequences of refusal, and the overall purpose of testing in the workplace. Open communication and a fair and consistent approach are essential when dealing with any issues related to drug and alcohol testing in the workplace. If there are concerns or disputes, seeking legal advice can help ensure compliance with relevant laws and regulations.

There’s no one specific law that governs drug testing in the UK, but employers must adhere to the principles of data protection and human rights, so there are many pieces of legislation that apply. Testing must be proportionate to the risk, and employees' consent is usually required.

Refusing to test
If an employee refuses to undergo drug and alcohol testing, the consequences can vary depending on the company's policies and the specific circumstances surrounding the refusal. Here are some possible outcomes:

• Company policy: employers should have a clear drug and alcohol policy that outlines the consequences of refusing a test. If the policy explicitly states that refusal to undergo testing is a breach of the employment contract or constitutes misconduct, the employee may face disciplinary action, which could include warnings, suspension or termination.
• Job requirements: in certain industries where drug and alcohol testing is required for safety reasons or to meet regulatory standards, refusal to take a test may result in the employee being unable to perform their job duties. This could also lead to disciplinary measures or reassignment to a non-safety-sensitive position.
• Legal considerations: the legality of taking disciplinary action against an employee for refusing a drug or alcohol test may depend on the specific circumstances, company policies and applicable laws. If an employee believes that the testing is unfair or a violation of their rights, they may seek legal advice or challenge the action through appropriate channels.
• Reason for refusal: it's essential for the employer to consider the reasons behind the refusal. In some cases, an employee may have legitimate concerns or objections to the testing process or believe it to be discriminatory. Employers should handle such situations carefully and be open to addressing any concerns raised by the employee.

Employees cannot be forced to take drug or alcohol tests unless it is set out in their contract of employment and the employee has given their consent.

Positive drug and alcohol tests
If an employee tests positive for drugs or alcohol, employers must navigate this sensitive situation with care and adherence to established policies and legal obligations, as follows.

Confirming test results and maintaining confidentiality
The first step for employers is to ensure the accuracy of the positive test result. This involves conducting a confirmation test to rule out false positives. Confidentiality is paramount during this process, and only individuals with a legitimate need to know should be informed of the test results.

Meeting with the employee
Arrange a private meeting with the employee to discuss the positive test result. In this meeting, explain the test outcome, emphasise the company's commitment to workplace safety, and provide the employee with an opportunity to provide any relevant information or explanations.

Reviewing company policy
Refer to the company's drug and alcohol policy to determine the appropriate actions to be taken. Policies should clearly outline the consequences of a positive test result, which may range from counselling or rehabilitation to disciplinary action or termination.

Considering mitigating factors
It's essential to consider any mitigating factors before taking final action. These may include medical prescriptions, medical conditions, or other legitimate reasons that may have led to the positive test result.

Offering support and assistance
Employers should consider offering support to employees who test positive for drugs or alcohol. This may involve providing access to counselling, rehabilitation programmes or support groups to help the employee address any substance abuse issues.

Disciplinary action
If the company policy dictates disciplinary actions for positive test results, apply them consistently and fairly. This may involve progressive discipline, such as verbal warnings, written warnings or suspensions, based on the severity of the situation and the employee's history.

Compliance with legal requirements
Ensure that all actions taken align with relevant employment laws and regulations. Employers should be aware of potential legal considerations, including human rights and data protection laws, when dealing with positive drug and alcohol test results.

Record keeping
Maintain accurate and detailed records of the positive test result, meetings with the employee, actions taken, and any support or assistance provided. Proper documentation is crucial for future reference and potential legal purposes.

Handling positive drug and alcohol test results in the workplace is a sensitive and complex issue for employers. To ensure a fair and appropriate response, employers should follow a step-by-step approach that includes confirming the test results, maintaining confidentiality, meeting with the employee, reviewing company policy, considering mitigating factors, offering support and, if necessary, applying disciplinary action. Compliance with legal requirements and proper record-keeping are essential throughout the process.

By approaching positive test results with empathy, support and adherence to established policies and legal obligations, UK employers can strike a balance between maintaining workplace safety and providing assistance to employees who may be dealing with substance abuse issues. Ultimately, fostering a culture of understanding and support can lead to better outcomes for both employees and the organisation as a whole.

International Workplace's IOSH Managing Occupational Health and Wellbeing course is broken down into four modules that cover the following:

Module one – A healthy company
Understand how to manage the health and wellbeing of workers and have more effective discussions regarding their health needs.

Module two – Health risk management
Explore what health management is and why it makes good business sense to manage occupational health and wellbeing in the workplace.

Module three – Fitness for work
Understand non-related physical and mental health conditions and how this impacts employees’ fitness for work.

Module four – Wellbeing
How wellbeing adds value to the organisation and how to promote healthy lifestyles and positive mental health to enable a healthy workplace culture.

This course covers the impact of drug and alcohol testing in the workplace. Find out more here.