Alcohol and drugs at work: balancing health and safety with employee wellbeing

Practical guidance on workplace risk testing and employee support from Your Company Works.

For office managers, HR managers, operations managers and business owners, managing alcohol and drugs at work can feel like a sensitive responsibility on an already busy desk. You want to keep people safe, maintain reliable operations and respond fairly when a concern arises.

The way you manage the issue matters too. Clear expectations, proportionate controls and respectful conversations can help you protect your team while maintaining trust. Whether you are reviewing an existing policy or considering testing, start with the work people do and the support they may need.

Following our recent Stoptober content on smoking, we are broadening our workplace wellbeing conversation. The NHS Stoptober campaign offers smoking support; this article focuses on alcohol and drugs at work.

The following seven areas offer a starting point for reviewing your arrangements.

1 Assess health and safety risks from alcohol and drugs at work

An office-based business can still involve safety-critical activities. Employees may drive to client meetings, use equipment or access storage using ladders. Consider where impairment could cause harm, who could be affected and what controls are appropriate. HSE recommends identifying safety-critical work as part of your risk assessment.

For example, a colleague who regularly drives between sites may need different arrangements from someone whose work is mainly desk-based. A workplace risk assessment gives you a practical starting point.

2 Consider next day safety risks from alcohol and drugs at work

Drinking outside working hours can affect the next working day. Alcohol may remain in the body after sleep, while a hangover can affect concentration and leave someone feeling unwell. Coffee or a cold shower will not speed up alcohol leaving the body.

Think about business journeys, early starts and how employees can raise a concern about being fit for a task. Managers should know how to follow your agreed safety procedure if someone appears unfit for safety-critical work.

3 Set health and safety expectations for alcohol and drugs at work

Can your managers and employees easily find and understand your alcohol and drugs policy? HSE recommends an agreed approach that includes support, alongside clarity about when disciplinary or other action may be taken.

Explain expectations for working hours, business lunches, client events and work celebrations. Identify who employees can speak to, how concerns are handled and where support is available. Review the policy when work activities or arrangements change, and include it in staff induction.

4 Use proportionate safety controls for alcohol and drugs at work

Testing may be justified for particular safety-critical roles. The ICO advises that testing should address the safety risk, with consideration of less intrusive alternatives. Blanket random testing is not justified merely because some roles need it. Explain the circumstances, purpose and consequences of testing.

HSE also makes clear that screening alone will not resolve misuse and should form part of a wider health and safety policy.

Before changing your programme, ask what safety problem you are trying to solve. Seek appropriate specialist advice on testing, employment procedures and data protection.

5 Support wellbeing when managing alcohol and drugs at work

An employee may understand the need for a safety measure and still find the experience uncomfortable. If testing is frequent, poorly explained or handled publicly, some employees may feel mistrusted, embarrassed or anxious. This could affect morale, confidence or self-esteem. These are possible experiences to explore, rather than assumptions about everyone who is tested.

Research highlights why the way a process is managed matters. A 1991 survey of 195 pathology laboratory employees found that perceived fairness of drug-testing procedures predicted attitudes including job satisfaction and trust in management. It was a single-workplace observational study, not proof that repeated testing causes lower self-esteem.

A newer meta-analysis, published in Personnel Psychology in 2023, examined 94 samples involving 23,461 workers. Electronic performance monitoring was associated with increased stress, while more transparent and less invasive approaches were associated with more positive attitudes. This concerned electronic monitoring, not alcohol or drug testing, so it offers broader context rather than direct evidence about testing.

Ask how staff experience the process. Is its purpose clear? Are conversations respectful? Do employees know how to raise concerns? HSE stresses that consultation means listening and taking employees’ views into account.

Keep results confidential and securely handled, with access limited appropriately.

6 Respond safely and fairly to alcohol and drugs at work

Changes in attendance, performance or behaviour can have several explanations, including stress or illness. They are not proof of alcohol or drug misuse. HSE highlights the need to recognise concerns without overlooking other causes.

Address immediate safety concerns promptly, then arrange a private conversation based on what has been observed. Managers need to know the policy, who to contact and how to respond when someone asks for help.

7 Make support accessible for alcohol and drugs at work

Employees should know where they can seek confidential help, whether through an employee assistance programme, occupational health, their GP or a specialist alcohol or drug service. HSE recommends explaining the support available and encouraging access to appropriate professional help.

The NHS alcohol support page explains how to access help through a GP or alcohol services. For employees who want to reduce their drinking, NHS Better Health offers practical information. Anyone who may be physically dependent should seek medical advice before stopping suddenly, as withdrawal can be harmful.

Also consider work-related pressures. A workplace stress risk assessment can help you review workload, communication and support. This does not assume work caused someone’s substance use; it helps you address workplace factors within your control.

How Your Company Works can help

Managing alcohol and drugs at work brings together risk assessments, policies, employee wellbeing and day-to-day decisions. You do not have to work through every question alone.

Paula provides calm, practical health and safety support tailored to how your business operates.

We can help with:

Where specialist testing, medical interpretation, treatment, HR or data protection input is needed, those areas should be addressed with the appropriate professionals.

If you are unsure whether your arrangements strike the right balance, book a free 20-minute introductory chat with Paula. We will start with your business, your concerns and the most useful next step.

Email: paula@yourcompanyworks.com
Phone: 07799 533094

Stoptober Through the Lens of Health and Safety: 7 Smoking and Vaping Safety Checks for Your Office

Stoptober is usually associated with helping people stop smoking. For employers, it also provides a useful opportunity to review safety checks for your office which can improve how smoking and vaping are managed in the workplace.

This is not about judging or policing people’s personal choices. It is about supporting employee wellbeing while making sure workplace arrangements remain clear, practical and safe.

Vaping is particularly important because many workplace smoking policies were written before e-cigarettes became commonplace. A policy that simply says “no smoking” may not explain whether vaping is permitted, where it can take place, whether devices can be charged at work or how unwanted devices should be disposed of.

Here are seven practical checks for business owners, office managers and operational managers.

1. Safety checks for your office. Does your policy specifically mention vaping?

Smoking is not permitted in enclosed workplaces. Vaping is treated differently, so employers need to decide what is appropriate for their premises by complete safety checks for the office.

Your policy should clearly explain:

The policy does not need to be unnecessarily complicated. It simply needs to give employees clear and consistent information.

2. Have employees been consulted?

Speaking to employees can help you understand what is happening in practice as part of safety checks for your office.

For example, are people vaping discreetly inside because the arrangements are unclear? Are smokers and vapers expected to use the same area? Does smoke drift back through doors or windows?

Consultation does not mean that every request must be agreed. It helps you make informed decisions and explain the reasons behind them.

3. Does your fire risk assessment cover smoking and vaping?

Smoking materials are a potential source of ignition and should be considered within the fire risk assessment.

Vaping devices also contain rechargeable batteries. A damaged device, unsuitable charger or unattended charging can create a fire risk.

Your assessment should consider:

If working practices or equipment have changed since the fire risk assessment was completed, it may be time for a review.

4. Are charging arrangements clear?

Employees may think nothing of connecting a vaping device to a computer or office charging point.

Businesses should decide whether personal vaping devices can be charged at work. If charging is permitted, staff should understand that damaged devices, unsuitable chargers and unattended charging are not acceptable.

A simple rule within the workplace policy can prevent confusion.

5. Safety checks for your office includes; Is the outdoor area suitable?

A designated smoking or vaping area should be positioned carefully.

Consider whether it is:

Remember that a smoking shelter must not become an enclosed or substantially enclosed space.

6. Are cigarettes and vapes being disposed of correctly?

Cigarette ends can continue to smoulder after they appear to have gone out. They should be fully extinguished and placed in a suitable container rather than an ordinary wastepaper bin.

Vapes are electrical items containing batteries. They should not be placed in general office waste or mixed recycling.

Your policy could require employees to take personal vaping devices home for appropriate recycling. If the business provides a collection point, suitable storage and collection arrangements will be needed.

7. Are you supporting employees who choose to give up smoking?

Giving up smoking can be a significant and positive step for an employee, but it may not always be easy.

During the early stages, nicotine withdrawal can cause cravings, restlessness, irritability, anxiety, disrupted sleep or difficulty concentrating. These effects will vary between individuals, but a little understanding from an employer can make someone feel supported rather than judged.

Employers are not expected to provide medical advice or persuade people to stop smoking. However, they can create an environment in which employees feel comfortable asking for support.

Practical support could include:

Supporting an employee through a personal health change can also benefit the wider organisation. It demonstrates that employee welfare is taken seriously and can help build trust between managers and their teams.

When people feel valued and supported, they may be more comfortable discussing concerns before they become bigger problems. This can contribute to stronger working relationships, improved morale, better employee engagement and a more positive feeling about the organisation as a place to work.

Over time, a genuine commitment to employee welfare can also support retention. Employees are more likely to feel connected to a workplace where wellbeing is reflected in everyday actions rather than appearing only as a statement within a policy.

The aim is not to pressure anyone into giving up smoking. It is to ensure that employees who choose to do so know where to find help and feel that their workplace is behind them.

When was your policy last reviewed?

A clear smoking and vaping policy can support employee welfare, reduce uncertainty and strengthen your fire-safety arrangements.

If your current policy does not mention vaping, charging or disposal, that does not necessarily mean you have a major problem. It may simply mean your arrangements have not kept pace with changes in the workplace.

Your Company Works provides calm, professional and friendly health and safety support for busy business people. We can review your policies, fire risk assessment and workplace arrangements and help you put practical measures in place.

If you would like a free friendly and simple 20-minute conversation about smoking and vaping arrangements in your workplace, please send us a message.

Occupational Health Risk Management for Healthier Workplaces

Occupational health risk management helps prevent work-related ill health by identifying and controlling the physical and psychological risks that can affect people at work.

Occupational Health Awareness Week is an opportunity for organisations to look beyond immediate safety hazards and consider how everyday working conditions may affect employees’ long-term health.

Some workplace risks are easy to see, such as an obstructed walkway or damaged equipment. Others develop gradually. Poor workstation setup, repetitive movement, manual handling, exposure to hazardous substances, noise, vibration, work-related stress and excessive workloads can all affect a person’s health over time.

Effective occupational health risk management makes these risks part of everyday health and safety planning, helping organisations protect their people and build healthier, more supportive workplaces.

Why Occupational Health Risk Management Matters

Occupational health and workplace health and safety work most effectively when they are considered together.

Health and safety management provides the framework for identifying hazards, assessing risks and introducing suitable controls. Occupational health brings specialist clinical expertise where it is needed, including support for employees with health conditions, rehabilitation and a safe return to work.

The two areas are closely connected, but their roles are not interchangeable. A health and safety adviser can help an organisation identify work-related health risks and improve its management arrangements. However, medical assessments, diagnosis and clinical recommendations should be provided by a qualified occupational health professional.

Good occupational health risk management helps employers recognise when practical workplace controls are required and when specialist occupational health advice may be appropriate.

Work-Related Health Risks Are Not Always Obvious

Work-related ill health rarely begins with one dramatic incident. The early warning signs may be less visible and can easily be overlooked.

These signs might include:

These issues should not automatically be treated as individual performance problems. They may indicate that workplace risks, working arrangements or existing controls need to be reviewed.

Listening to employees is an important part of identifying these concerns. Staff often notice changes and emerging problems before they appear in absence figures or formal reports.

Occupational Health Risk Management for Physical and Psychosocial Risks

A strong approach to occupational health risk management considers both physical and psychosocial hazards.

Physical health risks may include:

Psychosocial risks can include:

These risks should not be managed through separate, disconnected processes. For example, discomfort caused by an unsuitable workstation can affect concentration and wellbeing. At the same time, high workloads may discourage someone from taking breaks or reporting pain.

An effective risk assessment considers how different hazards interact and whether existing controls are genuinely protecting the people doing the work.

Five Questions for Managers

Organisations can strengthen their occupational health risk management by asking five practical questions.

1. Have we identified the health risks associated with the work?

Risk assessments should consider more than accidents and immediate injuries. They should also examine potential causes of long-term ill health, including musculoskeletal problems, exposure risks and work-related stress.

Your Company Works can support organisations with proportionate, practical workplace risk assessments that reflect the work actually being carried out.

2. Are our controls working in practice?

A written policy or completed risk assessment does not automatically mean a risk is being managed effectively.

Managers should check whether employees understand the controls, whether equipment is suitable and whether agreed procedures are consistently followed. Reviews should also take place when work activities, staffing, equipment or individual circumstances change.

3. Are employees encouraged to raise concerns early?

People are more likely to report discomfort, stress or health concerns when they feel they will be listened to and supported.

Early conversations can help an organisation make straightforward adjustments before a concern develops into long-term sickness absence. Managers should know how to respond sensitively, record relevant information appropriately and seek specialist advice when necessary.

4. Do our managers understand their responsibilities?

Managers do not need to diagnose health conditions, but they should understand how work can affect health.

They should be able to recognise potential warning signs, have appropriate conversations, follow internal procedures and escalate concerns. Clear policies and suitable training give managers the confidence to respond consistently.

5. Do we know when specialist occupational health advice is needed?

Some issues can be addressed through risk assessment, improved equipment, better planning or temporary workplace adjustments. Other situations require clinical occupational health input.

This may include advice about an employee’s fitness for work, rehabilitation, health surveillance, medical restrictions or a safe return following illness. Recognising that boundary is an essential part of responsible occupational health risk management.

The Scale of the Occupational Health Challenge

The UK continues to face a significant challenge from long-term ill health and economic inactivity.

IOSH reports that approximately 2.8 million working-age adults are out of work because of ill health. It also highlights that only 45% of UK workers currently have access to occupational health provision.

These figures demonstrate why prevention and early intervention matter. Smaller organisations may not have an internal occupational health or health and safety department, but they still need suitable arrangements for identifying risks, supporting employees and obtaining specialist advice when required.

Proportionate occupational health risk management can help organisations act earlier, reduce avoidable harm and demonstrate that employee health is being taken seriously.

Practical Occupational Health Risk Management Support

Your Company Works provides practical health and safety support for organisations that need additional knowledge, capacity or confidence.

Depending on your organisation’s needs, Your Company Works can help with:

Our approach is calm, proportionate and focused on workable solutions. We help organisations understand what needs to be done, why it matters and how improvements can be introduced without unnecessary complication.

Where specialist clinical input is required, we can also help you recognise the need for an appropriate occupational health referral. Your Company Works does not provide medical diagnosis or clinical occupational health assessments.

We can also provide DSE and workstation assessment support to help identify practical changes that may reduce discomfort and improve working arrangements.

Creating a Healthier Workplace

Good work can have a positive effect on people’s health, confidence and wellbeing. However, this depends on risks being properly managed and employees receiving the right support at the right time.

Occupational Health Awareness Week is a useful prompt, but occupational health risk management should continue throughout the year. Regular reviews, open conversations and early action can make a meaningful difference to employees and the organisation as a whole.

If you are unsure whether your current arrangements adequately address work-related health risks, contact Paula to arrange a friendly, free, no-obligation chat. We can help you review your approach, identify sensible priorities and put practical improvements in place.

Telephone: 07799 533094
Email: paula@yourcompanyworks.com

Sources and further reading