Managing Drug And Alcohol Testing In The Workplace

Ensuring Safety Through Clear Policies and Effective Practices

Drug and alcohol testing plays an important part in maintaining a safe and productive work environment. However, it's essential that employees understand the reasons behind testing and that the correct equipment and procedures are used consistently.

Every workplace faces risk, whether it be minor or potentially life threatening. One effective way to manage these risks is by implementing an efficient drug and alcohol testing policy. 

 

Substance Misuse and Its Impact on the Workplace

Drug and alcohol misuse is not only a broader societal issue, but also a pressing workplace concern. A recent survey by the Considerate Constructors Scheme (CCS) found that 59% of respondents believe substance misuse is a significant concern for their industry. From an economic standpoint, the Institute of Alcohol Studies (IAS) estimates that alcohol related productivity losses cost the UK approximately £7.3 billion annually.

Additionally, the International Labour Organisation suggests that up to 40% of workplace accidents may be linked to alcohol consumption. These figures underscore the importance of addressing substance misuse proactively and effectively.

 

The Value of Workplace Testing

Introducing a drug and alcohol testing policy serves multiple purposes:

  • Supports legal compliance. Under the Health and Safety at Work Act 1974, employers are legally obligated to protect the health, safety, and welfare of their employees.
  • Reduces the risk of accidents and enhances overall productivity.
  • Helps identify underlying issues that may otherwise go unnoticed, such as occasional misuse that impacts punctuality, morale, or customer satisfaction.

The Chartered Institute of Personnel and Development (CIPD) warns that even high functioning individuals with substance use issues may not exhibit obvious signs of impairment, which makes reliable and random testing even more crucial.

Creating a Drug and Alcohol Testing Policy

There is no universal approach to implementing a testing policy. Needs will vary depending on industry, company culture, and the workplace. While some organisations may see minimal issues with substance misuse, especially in low risk environments, safety critical industries like construction or transport are at higher risk and therefore stand to benefit significantly from a formal policy.

 

Common Testing Methods

When designing a policy, it's important to inform employees how, when, and why testing will occur.

Common testing methods include:

  • Post incident/For cause testing - After accidents or near misses.
  • Random testing - Using random number generators to select an employee(s), to ensure fair testing.
  • Reasonable suspicion testing - Based on behavioural signs or reports, based on a report from another employee or your own suspicion.
  • Induction testing - Conducted during onboarding to set expectations.
  • Forewarned testing - Scheduled tests after known events (for example; holidays, parties etc).

It is vital that employees are made aware when the policy is introduced and whenever it is updated. The CCS recommends sharing information through meetings, posters, handouts, and online resources.

 

Types of Alcohol Testing and Equipment

Breathalysers

There are two main types of breath alcohol tests:

  • Screening tests - Quick and efficient, providing a basic "pass" or "fail" result. However, results may be affected by external substances like hand sanitiser or mouthwash.
  • Evidential tests - Require a mouthpiece and offer legally defensible results by measuring deep lung air alcohol concentration, typically expressed in micrograms per 100ml of breath.

Devices used in the workplace should meet European standard EN-15964 for professional use. Breathalysers with electrochemical sensors are preferred for accuracy and durability. These devices must be regularly calibrated, some after 500 tests, others after 5000, depending on the model.

Lower cost personal breathalysers or disposable units are not suitable for professional use due to lower accuracy and lack of certification.

Drug Testing Options

Drugs and their metabolites can be detected in saliva, urine, blood, sweat, or hair. The two most commonly used workplace methods are:

  • Saliva testing - Detects active substances still in the bloodstream, indicating possible current impairment.
  • Urine testing - Identifies drug metabolites that remain after the impairing effects have worn off.

While initial screening kits can detect substances like Cannabis (THC) and Cocaine (COC) at extremely low concentrations, they only provide a 'negative' or 'non-negative' result. A 'non-negative' must always be confirmed with lab based analysis before any disciplinary action can be taken.

 

Handling and Interpreting Test Results

Managing positive or non-negative results can be complex. Employers have a duty to uphold safety but also need to act fairly and responsibly.

If test results confirm the presence of impairing substances, suspension or dismissal may be necessary. However, a positive result should not mark the end of support. Many people misuse substances due to personal or mental health challenges beyond their control.

The CIPD reports that only one third of employers offer resources or guidance on where to seek help. A strong policy should include access to support services and educational materials.

Organisations such as:

  • Talk to Frank - Reliable information about substances.
  • Broadway Lodge, Betel UK, Change Grow Live - Long term rehabilitation support.
  • Samaritans and Salvation Army - 24/7 helpline for immediate assistance.
Back to blog