Drug and alcohol use cause significant issues in society, meaning they also present issues for workplaces. You may have to handle a situation where an employee is using alcohol and/or drugs in a way that is harmful, or creates risks, for themselves and/or others.

Whatever your personal views, it is important that you handle such cases professionally and with integrity – supporting people and using external expertise and advice to ensure that there is a fair and unambiguous outcome.

Employers should have a clear policy on substance use. The CIPD recommends that preventing drug use and harmful drinking forms part of an organisation’s overall wellbeing offering. This ensures that any need for disciplinary action is coupled with a preventative and supportive approach to help employees get the support they need. Workplaces present valuable opportunities for early detection, intervention and support.

This guide will help you manage specific incidents and provide support for those struggling with drug or alcohol problems.

It’s also important to consider what preventative steps organisations can take to ensure that work is not contributing to the problem. This guide also covers workplace socials, corporate entertaining and organisational culture, approach to reward and the importance of inclusivity.

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