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Employers should carefully consider whether drugs and alcohol testing will form part of the policy. For more information, see the article on drug and alcohol testing. For specific advice about the appropriateness of drug and alcohol testing in your workplace, please contact Ai Group.
Introducing drug and alcohol testing into a workplace needs to be done with regard to any legislation or codes that may apply to the workplace (e.g. construction or transport industries). Unregulated industries considering introducing testing should prepare a policy with regard to what is reasonable and appropriate in the circumstances.
If a regime of random or ‘for cause drug testing’ is appropriate, such a policy would need to have explicit clauses detailing when testing will occur, reasonable drug or alcohol content limits, who would be tested and in what circumstances, who would conduct the testing, how the results are handled/stored and what will happen if a positive test occurs to name a few possible clauses.
This Sample Drug and Alcohol Policy is drafted for organisations without a drug testing regime but who are relying on observed ‘impairment’ of the employee that could reasonably be inferred to be due to drug or alcohol use.
Employers may adopt a “zero tolerance” standard for drugs and alcohol in high-risk industries or occupations. The application of a “zero tolerance” standard would require drug testing. For more information, see Drugs and alcohol testing. For specific advice about the appropriateness in your workplace of a “zero tolerance” standard and/or drug testing, please contact Ai Group.
This policy is a sample only. Employers should seek advice from the Ai Group in tailoring this policy to the particular needs of the organisation.
Guidance notes and instructions are shown italicised.
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