Drugs and Alcohol Policy
Published 27 October 2026
© Crown copyright 2026
This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk.
Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned.
This publication is available at https://www.gov.uk/government/publications/policies-and-guidance-relevant-to-the-nws-supply-chain/drugs-and-alcohol-policy
Policy Statement
Drugs and alcohol, if used inappropriately, can damage the health and wellbeing of employees. At work, drug and alcohol related problems can impact performance, increase absence and increase risks to health and safety – not only for the individuals concerned but also for colleagues, members of the public, contractors and service providers.
NWS has a zero-tolerance approach to drugs and alcohol if used in an inappropriate manner and is committed to providing a safe and productive work environment for everyone. Our approach is that employees with drug and alcohol dependence will be offered support if they come forward and make it known to NWS outside of the drug and alcohol testing process.
| NWS commits to: | We will achieve this by: |
|---|---|
| A duty of care to protect the health of employees at work | NWS will ensure that its policies and practices reflect this duty and review the operation of this policy on a regular basis to ensure that it is followed. Exclusionary or discriminatory practices will not be tolerated. |
| Ensuring that drug or alcohol misuse and its consequences do not occur in our places of work. | Conducting drug and alcohol testing on the following basis: Pre-employment for safety critical workers and for all workers within our community-based teams. Non-Safety critical workers based at the Repository within first 3 months. Random testing at our licensed sites conducted by the Occupational Health provider. Where there is cause to believe a person is working under the influence. Following an incident. |
| A zero-tolerance approach to drugs and alcohol if used in an inappropriate manner | NWS will treat a positive test result, conducted as part of the drugs and alcohol testing process, as gross misconduct under the disciplinary policy. |
| Supporting individuals who proactively seek assistance with drug or alcohol dependency | Encouraging and supporting employees with a drug or alcohol dependency to seek skilled and confidential assistance in a proactive, supportive, and confidential way. Raising employees’ awareness of the dangers of drug and alcohol misuse. |
| Complying with our legal duty of care | Abiding by applicable law: The Health and Safety at Work Act 1974 arrangements for their welfare at work”. The Management of Health and Safety at Work Regulations 1999. |
Responsibilities
Leaders, line managers and employees have a specific role in the application of this Policy, assisted by the HR Team. It is important that everyone fully understands their role and responsibilities to aid inclusivity, transparency, consistency, and effective communication.
Leaders and Managers
-
Be ready and willing to have open discussions about drug and alcohol misuse, appreciating the personal nature of the conversation, and treating the discussion sensitively and professionally.
-
If a leader or manager believes an individual to be negatively impacted through the misuse of drugs or alcohol it is their responsibility not to allow that individual to work until they are satisfied that the individual is fit to do so.
-
Support employees seeking assistance for drug or alcohol dependency.
Employees
-
If employees recognise that they have a problem, they should refer themselves to either their line manager, HR Department or Occupational Health Support who will, in consultation with the employee, take steps to support.
-
To co-operate if instructed to undertake drug and alcohol testing in line with the procedure.
-
To co-operate with the contracted Occupational Health provider for test and rehabilitation purposes.
-
To raise any concerns where a risk is observed regarding misuse of drugs and alcohol.
Human Resources Team
-
To put in place practicable measures, including carrying out risk assessments and action plans, to minimise the risks to employee health.
-
To initiate the disciplinary process if an individual is found to have used drug or alcohol in an inappropriate manner.
-
To refer the employee to Occupational health Services if required for further assessment, testing, and support.
-
Provision of training and awareness to support employee health and wellbeing.
-
Monitor and evaluate the effectiveness of this policy.