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What gives you grounds for drug and alcohol testing in the workplace?

It goes without saying that any drug or alcohol test will require grounds.

Laws and protocols exist for good reason, and it's important that your tests are kept in line - both for the sake of your staff and your organisation.

Typically in the workplace, grounds for testing fall into three categories:

Pre-Employment Drug and Alcohol Screening
Many employers and agencies now use drug and alcohol screening as part of their standard recruitment process. But still, you should give full consideration to employment law, as a candidate can challenge you if employment is denied on the basis of a positive test.

Random or Unannounced Testing
If you have a suitable drug and alcohol policy in place, you can use screening as a means of enforcement. However, you should also make sure that unannounced or random testing is permitted by the employee under their terms of engagement. We also recommend that testing is non-discriminatory, taking in a wide range of staff including team leaders and managers. This way, an employee who tests as positive will be less likely to challenge the process on the grounds of victimisation.

For Cause and Post-Incident Testing
If your policy permits it, screening will identify whether an employee was under the influence of alcohol or drugs at the time of their involvement in a workplace accident or incident. Then, if they're found to be responsible, either in whole or in part, the test results can play a part in disciplinary procedures.

How can we help you?

For any drug or alcohol test, your grounds will always depend on the wording of your policies, contracts and procedures. Atkinson Lewis can help you to put the necessary protocols in place, then carry out tests and deliver clinical analysis of the results.

Our experts are here to lighten the load. Here are some ways we can help:

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