1.Policy Statement

FKM GROUP LTD is committed to maintaining a safe, healthy, and productive working environment for all employees. We recognise the risks associated with the misuse of alcohol and drugs, including prescription medication, and aim to prevent these risks through clear standards, education, support, and testing where necessary.

This policy applies to all FKM GROUP LTD employees, contractors, and agency workers while they are on duty or representing the Company, including when working at client premises.

2.Legal Responsibilities

Under the Health and Safety at Work etc. Act 1974, all employees have a duty to take reasonable care of their own health and safety and that of others who may be affected by their actions or omissions.

Misuse of drugs or alcohol can seriously impair judgement and performance, presenting a danger to individuals, colleagues, and clients. The Company must take appropriate steps to mitigate such risks.

3.Policy Aims

  • Prevent workplace accidents and poor performance caused by substance misuse.
  • Ensure compliance with health and safety and legal obligations.
  • Promote the wellbeing of staff by offering support where dependency is identified.
  • Clearly communicate the Company’s stance on substance misuse.

4.Prohibited Conduct

The following is strictly prohibited and may result in disciplinary action up to and including dismissal:

  • Reporting for duty, working, or attempting to work under the influence of alcohol or illegal drugs.
  • Possessing, using, selling, dispensing, or distributing alcohol or illegal drugs while at work, including at client sites.
  • Supplying or attempting to supply illegal drugs on any Company or client premises (this may also result in police involvement).
  • Being unfit for work due to misuse of prescription or over-the-counter medication, unless taken in line with a medical professional’s instructions and where such use does not impair safety or performance.

5.Prescription & Over-the-Counter Medication

Employees taking prescribed or over-the-counter medication that may affect their ability to perform their duties must notify their manager. The Company may require a fitness-for-work assessment to ensure safety is not compromised.

6.Testing for Drugs and Alcohol

To maintain safety and integrity, the Company reserves the right to require an employee to undergo drug and/or alcohol testing in the following circumstances:

  • Post-incident testing: Where an accident, near-miss, or dangerous occurrence has taken place.
  • Reasonable suspicion testing: Where a manager has reasonable grounds (e.g. visible signs, unusual behaviour, or credible reports) to believe an employee is under the influence.
  • Unannounced/random testing: In safety-critical roles or as part of a proactive risk management programme, where clearly communicated in advance.

7.Consent and Confidentiality

  • Testing will only be carried out with informed consent and by qualified personnel.
  • Test results and related personal data will be handled in accordance with the Data Protection Act 2018 and UK GDPR.
  • Results will be shared only with authorised individuals on a need-to-know basis and stored securely.

8.Support for Substance Dependency

The Company recognises that alcohol or drug dependency is a health issue. Employees who voluntarily disclose a problem will be offered appropriate support, which may include:

  • Access to occupational health services
  • Referral to external counselling or rehabilitation services
  • Reasonable adjustments or time off to attend treatment

However, failure to meet expected standards of performance or conduct, even where dependency is present, may still result in disciplinary action.

9.Disciplinary Consequences

Breach of this policy, including refusal to submit to testing without good reason, may result in formal disciplinary action under the Company’s Disciplinary Policy. In cases involving serious or wilful breach (e.g. drug dealing, working under the influence), the outcome may include summary dismissal for gFKM Group misconduct.

10.Review and Monitoring

This policy will be reviewed annually and updated as required to reflect changes in law, Company procedures, or best practice. Employees will be consulted on any major changes.

11.Key Definitions

  • Under the influence: The presence of alcohol or drugs in the body at a level that impairs the ability to work safely or effectively.
  • Illegal drugs: Substances classified as controlled under the Misuse of Drugs Act 1971, including those not prescribed to the individual.
  • Reasonable suspicion: Observable behaviours or credible evidence suggesting possible impairment or misuse.