1. Policy Statement and Purpose

1.1 Purpose

This policy sets out the rules and standards regarding drugs and alcohol to ensure a safe, healthy, and productive working environment for all employees, contractors, and visitors.

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Chasetown Civil Engineering Ltd is committed to providing a safe and productive work environment with appropriate safeguards, and will take action, so far as reasonably practicable, to prevent substance abuse that could lead to accidents, ill health, absenteeism, sub-standard performance, or any adverse effect on employees or others.

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Chasetown Civil Engineering Ltd operates a strict fitness for work policy. No employee or contractor may be under the influence of alcohol, illegal drugs, or the misuse of prescribed or over-the-counter medication while carrying out company business, on company premises, or on any client site.

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1.3 Legal Compliance

This policy complies with all relevant UK legislation, including:

• Health and Safety at Work etc. Act 1974 (HASAWA)

• Misuse of Drugs Act 1971

• Transport and Works Act 1992 (where applicable)

• Data Protection Act 2018 and UK GDPR

 

2. Scope and Application

This policy applies to all individuals engaged in work for Chasetown Civil Engineering Ltd, including:

1. Permanent and temporary employees

2. Agency workers, sub-contractors, and consultants

3. Visitors to company and client sites where necessary for safety

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This policy applies:

• During all working hours

• On company premises, construction sites, or client locations

• When operating company vehicles, machinery, or plant

• At company-sponsored events (impairment affecting work the next day remains a disciplinary matter)

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3. Definitions

Alcohol Misuse
Consumption of alcohol that leads to impairment or dependency, or being at work above the permitted alcohol limit.

Drug
Includes illegal controlled substances, misuse of prescription medication, or misuse of over-the-counter or volatile substances.

Illegal Drug
Any substance classified under the Misuse of Drugs Act 1971 (e.g. cannabis, cocaine, ecstasy).

Impairment
A reduction in a person’s ability to perform tasks safely and competently due to drugs, alcohol, fatigue, or illness.

Workplace
Any location where company business is conducted, including offices, sites, client premises, and vehicles.

Screening Limit
The maximum permitted level of alcohol or drugs in the body while at work.

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4. Rules and Standards

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4.1 Alcohol

The following is strictly prohibited:

• Consuming alcohol during working hours, including breaks, unless formally authorised

• Arriving at work or being at work under the influence of alcohol

 

Maximum alcohol limit:

• 20mg per 100ml of blood (or equivalent breath/urine level)

• This is lower than the legal driving limit due to the safety-critical nature of work

 

4.2 Illegal Drugs

• The use, possession, storage, sale, or distribution of illegal drugs during company business or on company property is strictly prohibited

• Breaches may result in dismissal and possible police involvement

 

4.3 Prescribed and Over-the-Counter Medication

• Employees must inform their Line Manager or HS&E Department if medication may affect safe working

• A confidential risk assessment may be required

• Temporary redeployment or stand-down may be necessary

• Failure to disclose is a breach of this policy

 

5. Testing and Screening Procedures

Testing is conducted by qualified third-party professionals in a confidential and ethical manner.

 

5.1 When Testing May Occur

Testing may take place:

1. Pre-employment or pre-placement

2. Randomly (fair and auditable selection)

3. For cause (reasonable suspicion based on behaviour)

4. Post-incident or near-miss

 

5.2 Test Procedure

• Individuals will be informed of the reason for testing

• Testing includes breathalyser (alcohol) and saliva (drugs) screening

• Positive tests will require confirmatory laboratory testing

• Individuals may bring a representative

• Refusal to test will be treated as a positive result

 

6. Support, Treatment and Rehabilitation

Chasetown Civil Engineering Ltd recognises dependency as a medical condition and supports those seeking help.

 

6.1 Self-Referral

• Employees are encouraged to seek help voluntarily

• Disciplinary action may be paused during treatment

• Continued employment may depend on successful rehabilitation and follow-up testing

 

6.2 Employee Assistance Programme (EAP)

All employees and contractors have access to confidential support and counselling.

 

7. Confidentiality and Data Protection

• All drug and alcohol data is treated as sensitive personal data

• Information is securely stored and only accessible to authorised personnel

• Data is handled in line with UK GDPR

• Test results are shared internally on a need-to-know basis only

 

8. Breach of Policy and Disciplinary Action

All breaches are handled under the company disciplinary procedure.

 

8.1 Serious Misconduct (Gross Misconduct)

May result in dismissal without notice:

• Positive test for illegal drugs

• Alcohol levels above the permitted limit

• Refusal to undergo testing

• Tampering with samples

• Possession or supply of illegal drugs

• Being unfit for work and creating a safety risk

 

8.2 Misconduct

May result in warnings:

• Failure to declare medication affecting safety

• Minor breaches of the policy

Note: Due to the safety-critical nature of the work, minor breaches may escalate to gross misconduct where safety is compromised.

 

9. Training and Acknowledgement

All employees and contractors must:

• Be made aware of this policy

• Confirm they have read and understood it

• Agree to comply with its requirements, including testing procedures