Workplace drug testing is often seen as a means to reduce the risks of drug and alcohol misuse in the workplace. However, the reason for implementing it and the way in which it is used can significantly impact its effectiveness in risk reduction.

Organisations can have different reasons for implementing workplace drug testing. Some will carry it out as a ‘box ticking’ exercise to meet specific tender requirements or to comply with industry regulations. Others will be motivated by workplace safety or will use drug testing only to investigate accidents or incidents. These reasons are generally reactive and address the fallout from drug and alcohol misuse rather than a proactive approach that attempts to reduce the associated risks.

An holistic solution for workplace health and safety

A proactive approach to reducing the risks of drug and alcohol misuse will use testing as part of a comprehensive solution. Testing should sit alongside employee engagement, wellbeing, and awareness. A programme of education and awareness can inform employees about the impact of drug and alcohol use on their health and wellbeing. They can also be signposted to sources of useful information and advice should they or a member of their family need support with a drug and alcohol misuse problem.

Engaging employees in this way gives them a greater understanding of the risks that drugs and alcohol pose in the workplace and an appreciation for the concern for their wellbeing that their employer has. It also creates advocates in the business who can help shape the vision to create a safer working environment and be involved in the scoping exercises to develop an appropriate programme. Ongoing engagement in this way ensures that the company culture is clear to any new employees who join in subsequent months and years.

Employee engagement with drug and alcohol testing

Employee engagement and involvement during the implementation phase of any new programme is key. The following measures can help to ensure that all employees understand the programme, and how and when they can raise concerns or ask questions. These measures include:

• outlining the drug and alcohol testing programme
• appointing a champion from the leadership team
• running implementation roadshows detailing what will be implemented
• employee Q&A sessions

During implementation it is also beneficial to publicise resources and sources of help and advice and to strongly encourage anyone who has a drug or alcohol misuse problem to seek the help which should be readily available.

The success of this considered approach to education and awareness reduces the risk of individuals working while unfit due to drug and alcohol use and increases the wellbeing of the workforce in general. This does not remove the need for drug and alcohol testing since testing will still be used to monitor compliance with the policy and check that the education and awareness measures are effective in reducing the risks and improving health and wellbeing.

This content is intended for general informational purposes only. None of the information provided should be considered legal advice. We encourage you to consult with legal counsel regarding your specific needs.