You suspect one of your staff members is regularly turning up to work affected by their drug intake. Or there’s been an incident at work, and an investigation has uncovered that the staff member involved was impaired by alcohol at the time. What do you do?
Firing an employee who turns up for work while drunk or on drugs might seem like the right thing to do at the time, however hasty decisions could expose employers to substantial legal risk.
Drugs and alcohol in the workplace can have a devastating impact on business operations and expose employers to costly legal claims, therefore it is essential that companies implement a strong drug and alcohol policy to help reduce safety risks and discharge health and safety obligations.