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Frequently asked questions

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  1. How should an employer approach someone affected by drugs or alcohol in the workplace?
  2. What action can an employer take if they think a worker is affected or impaired by alcohol or drugs?
  3. Why should there be a policy on alcohol and drugs in the workplace?
  4. How do I develop and policy?

 1. How should an employer approach someone affected by drugs or alcohol in the workplace?

  • Be brief, firm and calm.
  • Use the affected person’s name; repeat your message ("I am instructing you to stop work for the day. Arrangements will be made for you to go home").
  • Do not argue or debate; simply repeat your message.
  • Avoid using terms such as "You’re drunk".

2. What action can an employer take if they think a worker is affected or impaired by alcohol or drugs?

If a worker appears affected or impaired by alcohol or drugs, the employer has an obligation to make sure the worker or any one else at the workplace is not put at risk.  If a policy exists for this situation, it should be followed.  In the absence of a policy, the employer should determine the most appropriate course of action, which may include making arrangements for the employee to get home safely.  If necessary the affected worker should be persuaded not to drive.

3. Why should there be a policy on alcohol and drugs in the workplace?

There are a number of reasons why it may be appropriate to develop a workplace policy on alcohol and other drugs:

  • An employer could be found in breach of the general duty to provide a safe workplace that is free from hazards if injury or harm is suffered as a result of alcohol or other drug use.
  • Having an alcohol and other drug policy demonstrates management commitment to a safe and healthy workplace.
  • Having a clearly defined policy with supporting procedures in place will assist the employer to provide a safe workplace and manage drug and alcohol related issues in the workplace.
  • The existence of a policy also provides a means of informing employees and other people at the workplace about what behaviour is acceptable in relation to alcohol and other drugs.
  • It may be good practice to have a policy even if alcohol and other drugs do not pose a current risk at a workplace. It is important, however, that all workplace safety and health policies, including alcohol and other drug policies, are prioritised according to the hazards present and perceived level of risk at your workplace.

4. How do I develop a policy?

The way in which a policy on alcohol and other drugs is developed will depend on the individual requirements of your workplace.

It may suit your workplace to have a separate policy dealing specifically with "alcohol and other drugs." Alternatively, the contents of an alcohol and other drugs policy could be incorporated into an existing occupational safety and health policy framework.

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