Drug and Alcohol Policy Template

Creating a safe and healthy workplace means supporting employees holistically — including those navigating substance use or recovery. A thoughtful drug and alcohol policy not only protects employees and the organization from safety and legal risks, but also provides clear guidance, reinforces accountability, and offers meaningful support to team members who may need it.

This policy isn’t just about rules — it’s about care. It helps employees understand what’s expected at work, what kinds of support are available, and what steps to take if someone needs help or notices signs of impairment. Most importantly, it communicates that substance use disorders are health conditions — and should be treated with the same compassion and confidentiality as any other medical issue.

What a Drug and Alcohol Policy Should Include

A supportive and effective policy will include:

• Policy Scope: A clear explanation of who the policy applies to (e.g., full-time, part-time, contractors, remote workers).
• Definitions: Key terms defined in a neutral, nonjudgmental way (e.g., “impairment,” “under the influence,” “controlled substances”).
• Prohibited Behaviors: Clear expectations around substance use during work hours, on company premises, or while representing the company.
• Legal Considerations: Information on relevant state, federal, and local regulations — particularly for industries subject to DOT or OSHA guidelines or where marijuana is legal.
• Testing Protocols: Transparent information about when and how drug or alcohol testing may be administered, if applicable.
• Medication Use: Guidance for employees taking prescribed or over-the-counter medication that may affect job performance or safety.
• Support Resources: Access to counseling, leave policies, accommodations, and other supportive services for employees managing substance use.
• Reporting Process: Clear, confidential channels for raising concerns, along with anti-retaliation protections.
• Response to Policy Violations: A balanced approach that includes support, education, and accountability measures when policy expectations are not met.
• Confidentiality: A commitment to protecting employee privacy in all matters related to substance use or recovery.

Purpose of the Drug and Alcohol Policy

This policy is designed to foster a safe, respectful, and healthy work environment. While it outlines expectations for behavior during work hours, it also acknowledges the reality of substance use and addiction as complex, personal health challenges.

Key goals of the policy include:

• Protecting workplace safety — especially in roles involving equipment, driving, or physical labor.
• Encouraging early intervention and treatment — so employees feel supported, not punished, for seeking help.
• Reducing stigma — by using inclusive, compassionate language and maintaining strict confidentiality.
• Providing clarity and consistency — so all employees know what to expect and what resources are available.
• Promoting overall wellbeing — and contributing to a culture where people can thrive in and out of work.

Sample Drug and Alcohol Policy Template

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1. Policy Overview

At [Company Name], we are committed to creating a workplace that is safe, respectful, and supportive for everyone. Part of that commitment includes maintaining a substance-free work environment and offering assistance to team members who may be experiencing challenges related to substance use.

We recognize that substance use disorders are medical conditions — not personal failings — and believe in treating them with compassion, dignity, and appropriate care.

2. Who This Policy Applies To

This policy applies to all employees, contractors, interns, and temporary team members, regardless of role, location, or work arrangement. It applies during work hours, on company property, while using company vehicles or equipment, and during any company-sponsored events or travel.

3. Key Definitions

• Controlled substances: Prescription or over-the-counter medications, as well as substances regulated by law, that can affect cognition or physical performance.
• Illegal substances: Substances that are prohibited by federal, state, or local laws.
• Impairment: A state in which a person’s ability to perform their job safely or effectively may be compromised due to the effects of alcohol, drugs, or certain medications.
• Substance use disorder: A medical condition characterized by an ongoing pattern of substance use that may impact mental, physical, or emotional wellbeing.

4. Workplace Expectations

To support a safe and productive environment, we ask that all team members:

• Refrain from using, possessing, distributing, or being impaired by alcohol, cannabis, or illegal substances during work hours or on company premises.
• Avoid misuse of prescription or over-the-counter medications that may impact workplace safety or performance.
• Consume alcohol responsibly at company-sponsored events where alcohol is permitted.
• Never report to work or operate company equipment while impaired by any substance.

We understand that employees may be prescribed medications that could affect alertness or coordination. If that is the case, we encourage team members to speak confidentially with HR so we can explore accommodations or adjustments as needed.

5. Prescription and OTC Medication

If you are taking a medication that could impair your performance or create a safety concern, you are encouraged — but not required — to notify Human Resources. You do not need to disclose the specific medication. Instead, we’ll discuss whether temporary adjustments can be made to your role or responsibilities.

6. Testing and Safety

In limited circumstances, The company may require drug or alcohol testing. This may include:

• Pre-employment screening, where permitted by law.
• Post-incident testing, after a workplace accident or injury.
• Testing based on reasonable suspicion, if there is objective evidence that someone may be impaired while working.
• Random testing, where required by law (e.g., DOT roles).

Testing will be conducted respectfully, confidentially, and in accordance with applicable legal standards. Our focus is on ensuring safety — not penalizing employees unnecessarily.

7. Support and Resources

We know that asking for help takes courage. If you are experiencing challenges related to substance use, we strongly encourage you to speak with your manager, HR representative, or access our confidential Employee Assistance Program (EAP). This program provides free and private counseling, treatment referrals, and other supportive services.

Employees who seek help proactively — before a policy violation occurs — will not face discipline as a result of asking for support. We’ll work with you to determine appropriate accommodations, including medical leave or modified duties, when needed.

8. When Policy Expectations Aren’t Met

If an employee is found to be impaired at work or in violation of this policy, we will approach the situation with a balance of accountability and empathy. Our goal is to protect the safety of the workplace while offering individuals a path toward support and recovery.

Response options may include:

• A conversation with HR and/or a referral to EAP.
• Temporary leave or job modification while seeking treatment.
• Formal performance improvement plans.
• In some cases, suspension or termination — especially if safety was compromised or prior interventions were unsuccessful.

Each situation will be evaluated fairly, taking into account the individual’s history, behavior, and willingness to engage in support.

9. Reporting Concerns

If you’re concerned that a colleague may be impaired at work, we encourage you to speak privately with your manager or HR. You may also use our [confidential reporting system] to share concerns anonymously. We do not tolerate retaliation against anyone who raises a concern in good faith.

We approach these situations with care, ensuring that the individual’s privacy is protected and that support is offered wherever possible.

10. Privacy and Confidentiality

All conversations, records, and treatment plans related to substance use or support services will be handled with strict confidentiality. Information will only be shared with individuals who have a legitimate business need to know and will never be used to shame, isolate, or discriminate against any employee.

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11. Compliance with Applicable Laws

This policy is designed to comply with all federal, state, and local laws, including those relating to medical cannabis use, disability accommodations, and employee privacy. If a conflict arises between this policy and any legal requirement, we will follow the law.

Frequently Asked Questions

1. Is medical or recreational marijuana use allowed?
If marijuana is legal in your state, you may use it outside of work hours. However, employees are expected to be free from impairment during work hours, regardless of whether the substance is legal or prescribed.

2. What happens if I need time off to enter a treatment program?
Please reach out to HR or EAP — we’ll work with you to provide a leave of absence, job protections, and any applicable accommodations under FMLA or ADA.

3. Will I be fired if I test positive?
Not necessarily. Our goal is to support employees whenever possible. We may require testing if there’s an incident or concern, and we’ll work with you to determine next steps — which could include a referral to support services or time off to recover.

4. Can I report a concern without getting someone in trouble?
Yes. Reporting a concern can help ensure someone gets the support they need. We approach these situations with care, and we won’t take disciplinary action unless safety or repeated violations are involved.

5. How is my privacy protected if I seek help?
Your health and treatment information is private. HR and EAP teams are trained to handle sensitive information confidentially, and your details will never be shared without your permission.

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