Alcohol and other drugs

Information for employers and workers about managing the risk associated with alcohol and other drugs in the workplace.

What are alcohol and other drugs?

Alcohol and other drugs include:

  • legal substances such as medicines prescribed by a doctor
  • medicines available over the counter from a pharmacy
  • illegal substances.

These substances can alter a person’s mood, behaviour, judgement, alertness and physical coordination.

The use of alcohol and other drugs can affect a person’s health and ability to work safely.

Risks related to alcohol and other drugs

Managing the work-related risks associated with alcohol and other drugs is everyone’s responsibility in the workplace.

A worker who is impaired from the effects of alcohol or other drug use can put themselves and others in the workplace at risk of harm. This applies whether alcohol and other drugs and substances are taken outside of work or in the workplace.

The effects of alcohol and other drug use in the workplace can lead to decreased productivity, absenteeism and increased risk of incidents and injuries occurring.

The use of alcohol and other drugs can:

  • impair judgement and coordination
  • impact a worker’s reaction times by making them slower to respond
  • impact a worker’s ability to make critical decisions, which can affect the safety of others, for example, responding to emergencies.

Impairment from alcohol and other drugs can be especially dangerous for workers whose job requires intense concentration and decision making or hazardous or high-risk work such as working at heights or operating plant or machinery.

How to manage the risks

Employers/PCBUs

Under work, health and safety (WHS) laws, a person conducting a business of undertaking (PCBU) must take proactive steps to manage the risks related to alcohol and other drugs in the workplace.

PCBUs can apply the risk management process (PDF, 556.72 KB) to assist in meeting their duties. This process involves consulting with workers to identify, manage, and control risks related to the hazard.

If the risks cannot be eliminated, they need to be minimised so far as is reasonably practicable using effective control measures. Control measures used to manage the risks related to alcohol and drug use in the workplace also need to be reviewed to determine their effectiveness.

It is reasonably foreseeable that workers and others in the workplace may be affected by alcohol, drugs or other substances. Indicators of this can include direct observation in the workplace, incident reports and review of data such absenteeism, lateness and productivity.

Some workplaces have explicit policies to test their workers for alcohol or illicit substances. In some jobs, including road and rail transport, maritime, aviation and mining occupations, PCBUs are legally allowed to test workers blood alcohol levels to make sure they fall within required ranges. Some industries prohibit workers from using any drugs, legal or illegal.

Workers

If you are a worker, you are responsible for your own health and safety. You must:

  • be fit enough to do your job
  • be well enough to do your job
  • not be under the influence of alcohol and other drugs while at work.

If you need to take prescription medicines, ask your doctor about any potential effects that may impact your ability to do your work safely. If the medication will affect your ability to perform certain tasks, you should tell your manager or other person in your workplace. They may give you other duties while you’re taking the medication.

If you or one of your co-workers is impaired at work, you need to address the situation. You could talk about it with your supervisor or manager or speak with a safety representative.

Workers must also follow any reasonable health and safety instructions and cooperate with reasonable health and safety policies or procedures such as alcohol and other drug related policies and procedures.

Examples of controls and actions

PCBUs must control risks associated with alcohol and other drugs in the workplaces.

Examples of control measures include:

  • Developing clear policies and procedures relating to alcohol and other drugs in the workplace. They should outline acceptable workplace behaviours, roles and responsibilities, any testing programs, disciplinary procedures and support available.
  • Training managers and supervisors to identify signs of impairment and appropriate action to take.
  • Providing regular information and education to workers on the risks associated with alcohol and drug use. This could include recognising signs of impairment and how to report concerns within the workplace.
  • Managing psychosocial hazards and risks that could contribute to alcohol or drug use. For example, managing high workloads.
  • Development of clear policies and procedures relating to the PCBUs response to others being impaired and creating risks in the workplace. For example, managing members of the public demonstrating signs of impairment.
  • Developing an alcohol and drug testing program such as random testing, pre-employment testing and post-incident testing (ensuring you also comply with privacy and other laws). If testing is being considered as a control measure, legal advice may be required.
Developing a workplace alcohol and other drugs policy

A policy is a formal statement of your organisation’s commitment to health and safety.

In consultation with your workers and/or their HSRs, you should make a commitment to maintaining a safe and healthy environment.

As part of this process:

  • Assess the risks and stressors in your workplace that could lead to harmful use of alcohol and other drugs.
  • Consult with workers about their concerns related to drug use and impairment at work. Without consultation, you might overlook something they believe is a risk.

Objectives of the policy

The objectives of the policy need to be clearly stated. They could include:

  • maintaining a safe and healthy work environment
  • reducing the costs associated with alcohol and other drugs to the organisation and individuals
  • linking action with other work health and safety initiatives
  • providing access to information and support on alcohol and other drugs use and encourage workers to seek assistance.

Code of Behaviour

Clearly state when it is and is not considered appropriate to consume alcohol and drugs in relation to the workplace.

Also make acceptable standards of work performance clear in your workplace, so workers have a benchmark for their job. These should be discussed and explained during the induction process.

Roles and responsibilities

Specify responsibilities in the management of risks associated with alcohol and other drugs in the workplace.

Specify whose task it is to:

  • monitor work performance
  • report incidents and concerns
  • investigate and document the reports
  • approach a worker who may be impaired or under the influence of alcohol or other drugs
  • impose a disciplinary measure
  • refer a worker to support such as counselling or rehabilitation
  • keep records
  • evaluate and review the policy.

Identify any special circumstances for high-risk duties or safety critical positions. Make any additional requirements that apply to these roles clear.

Testing

When alcohol and/or other drug testing is used, your policy should specify:

  • the purpose of the testing
  • the type of tests used and testing procedures, including cut-off points for a positive result
  • when and why tests are carried out
  • who may conduct the testing
  • how and where test samples and results are to be stored, handled or destroyed
  • procedures following a positive test including consequences (if any)
  • consequences of refusing to take a test
  • legal rights and privacy considerations
  • the grievance and complaints process
  • how the results of the tests will be reviewed and conveyed to management.

If testing is being considered as a control measure, legal advice may be required.

Discipline and outcomes of breaches of the policy

Specify the grounds for disciplinary action for breaches of the drug and alcohol policy. For example, demotion, transfer or dismissal. The number of warnings employees will receive before disciplinary measures are imposed should also be clearly stated or specify if there is a no tolerance policy.

Resources

  • Drugs and alcohol – Safe Work Australia. Outlines the risks associated with alcohol and drug use in the workplace and provides guidance for managing these hazards. It supports employers in developing policies, identifying impairment, and promoting a safe and healthy work environment.
  • Alcohol, drugs and workplace safety – Alcohol and Drug Foundation. A guide exploring how alcohol and other drugs can impact workplace safety, performance, and wellbeing. It offers practical advice for employers on prevention, education, and support strategies to reduce harm and maintain a productive workforce.
  • Alcohol and other drugs (AOD) in the Workplace – National Centre for Education and Training on Addiction. This resource provides evidence-based insights into AOD-related issues in the workplace. It includes tools and research to help organisations implement effective prevention and intervention strategies.
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