How to carry out drug and alcohol testing of employees
Author: Elaine Ramsay
Summary
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- Consider at the outset whether or not there is a real and reasonable need to implement a drug and alcohol testing policy.
- Carry out an impact assessment weighing up the benefit of such a policy against the negative consequences for employees.
- Comply with the provisions of the General Data Protection Regulation and refer to guidance from the Information Commissioner.
- Ensure that contracts of employment refer to a requirement to undergo drug or alcohol testing.
- Draft a clear drug and alcohol testing policy.
- If operating a "with cause" testing programme, make sure that managers are trained on when employees should be referred for a test.
- Ensure that any random testing of employees is not discriminatory.
- Engage a professional organisation to take and analyse samples from employees.
- If a positive test result is received, consider whether or not the drug or alcohol issue impacted on the employee's work, other staff or health and safety before reaching any decision on disciplinary action.
- Give due consideration to any possible assistance for an employee with an addiction problem before reaching the decision to dismiss.
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