Alcohol and Drugs Policy

Introduction

White’s Scaffolding Ltd is committed to providing a safe, healthy and productive working environment for all employees, contractors, customers and visitors involved in its operations.

This policy sets out the Company’s aims in reducing and managing alcohol and drug problems in the workplace. Alcohol and drug misuse is associated with a wide range of costs, including ill-health, sickness absence, reduced performance and workplace accidents.

The consumption of drugs or alcohol during working hours — including prescription and over-the-counter medications that impair coordination, judgement or decision-making — poses significant health and safety risks. Irresponsible behaviour arising from substance misuse may also damage the Company’s reputation and business, and therefore requires firm management.

Policy Objectives

1. State the Company’s position on alcohol and drugs in the workplace.
   II. Ensure compliance with relevant legislation.
   III. Minimise risks associated with alcohol and drug misuse at work.
   IV. Establish clear rules regarding substance misuse.
   V. Provide employees with training on the health effects of drugs and alcohol.
   VI. Encourage early identification of substance misuse.
   VII. Support employees experiencing alcohol or drug problems.
   VIII. Equip line managers with appropriate training and support to assist employees.

Definitions

Alcohol Abuse

Any drinking, intermittent or continual, which interferes with health, social functioning, work capability or conduct.

Drug

Refers to illegal substances, prescribed medication, over-the-counter medicines and solvents.
Use of prescribed or legitimate medication is recognised as lawful.

Drug Abuse

The use of illegal drugs, deliberate misuse of prescribed or over-the-counter medication, or solvent misuse — whether intermittent or continuous — where such use interferes with health, social functioning, work capability or conduct.

Legal Responsibilities

Under the Health and Safety at Work Act 1974, White’s Scaffolding Ltd has a duty to protect the health, safety and welfare of employees and others affected by its activities.

Under the Management of Health and Safety at Work Regulations 1999, the Company must carry out risk assessments to identify workplace hazards and put measures in place to minimise such risks.

Under the Misuse of Drugs Act 1971, it is illegal to produce, supply, or possess illegal drugs.
Employers may be held liable if they knowingly allow drug-related activities on their premises.

Policy Rules

• Employees must present themselves at work free from the effects of alcohol or drugs.
  • Working under the influence of alcohol or drugs — including during paid or unpaid breaks — is strictly prohibited.
  • Employees found using or in possession of illegal drugs at work will normally be reported to the police.
  • If prescribed medication may affect performance or safety, employees must inform their line manager immediately.

Education

White’s Scaffolding Ltd promotes health and wellbeing at work and will provide information on safe alcohol use and the risks of drug misuse. Information will be shared through written materials and internal communications.

Managers will receive training to enforce this policy and support employees. New managers and staff will be introduced to the policy during induction and provided with a copy of the policy.

The policy will also be available on local drives for ongoing access.

Identifying a Problem

Substance misuse may become apparent through combinations of indicators such as:

• Persistent short-term absence
  • Frequent unauthorised absence
  • Recurrent minor accidents
  • Poor timekeeping
  • Inconsistent work performance
  • Breakdown in working relationships
  • Paranoia, aggression or behavioural changes
  • Visible deterioration in appearance or physical health

These signs may have other causes, and managers are expected to use judgement and available information to determine whether substance misuse may be involved.

Colleagues who suspect a potential issue should:
• Encourage the individual to seek help, or
• Report the concern to a manager, especially for safety-critical roles.

Misconduct

This policy primarily addresses ongoing misuse, considered a capability issue.
However, single serious incidents will be treated as conduct issues, including:

• Reporting to work intoxicated
  • Being under the influence of drugs at work
  • Violence or dangerous behaviour under the influence
  • Possession or dealing of illegal substances

Serious misconduct may result in summary dismissal.

Where an employee admits to a substance problem, disciplinary processes may be paused while support is provided — depending on treatment outcomes and performance improvement.

In cases following serious misconduct, disciplinary action and support may proceed simultaneously.

Voluntary Referral

Employees who recognise they have a problem are encouraged to seek help at an early stage.
They may choose whether to inform their line manager.

Referral by Management

Managers will support employees where substance misuse is suspected. If work performance has declined, the employee may be placed on a performance improvement plan, requiring demonstrable improvement and engagement with support programmes.

The Company may allow employees to attend treatment during work hours. Normal sick pay arrangements will apply for any related absence.

Confidentiality

All cases will be handled confidentially by appropriate personnel. Information will not be shared with third parties unless non-disclosure would compromise safety.

Relapse

The Company acknowledges that relapse is common. In normal circumstances, White’s Scaffolding Ltd will support employees through two relapses following treatment. Subsequent relapses will be reviewed on a case-by-case basis, taking into account departmental and business needs.

Employees will be made aware that disciplinary procedures may begin if relapses continue.

Return to Work

Following successful treatment, the Company will seek to return the employee to their existing role where possible. If this is not feasible, alternative duties will be considered.

Successful completion of treatment will not negatively impact promotional prospects.

Equal Opportunities

This policy applies equally to all staff, regardless of grade, experience or role.

Monitoring and Review

The Company will monitor the effectiveness of this policy and review it within twelve months.

In line with the Employment Protection (Consolidation) Act 1998, staff will receive twelve weeks’ notice of any changes to this policy.

Name: Lewis White
Position: Director
Date: 10th April 2025