Introduction

The University is committed to providing a safe and healthy environment and supporting the wellbeing of all members of our community. We recognise that we have duties under health and safety law and other legislation to manage risks associated with our activities. This includes managing risks posed by the behaviours and conduct of people when carrying out their role, when on campus, or when representing the University in an official capacity.

It is a criminal offence to knowingly permit the use, production, or supply of any controlled drugs. The University therefore cannot under any circumstances allow the possession, use or supply of controlled drugs or psychoactive substances on its premises. The University does not impose a complete ban on alcohol at work. For instance, at a celebration to mark a particular distinction gained by a colleague, or a special event in the life of a department, or when marking the retirement of a colleague, it may be appropriate to toast the event with an alcoholic drink (provided non-alcoholic alternatives are available). However, nothing in this policy should be taken to imply that in any workplace situation, the consumption of alcohol is encouraged or recommended or is acceptable in every work situation.

The use of alcohol should not however have a detrimental effect on safety, attendance, and work performance. If issues regarding the inappropriate use of alcohol do occur, procedures are in place to deal with them. For some roles (See Appendix 1) alcohol must never be consumed during working hours.

The Alcohol and substance misuse policy sets out how the university will support staff who may have substance misuse issues that may impact them or others in the workplace.

Scope

This policy applies to university staff whilst they are at work or are representing the University in some capacity. The University actively supports the safety, health and wellbeing of its staff, but equally, it recognises that what staff do in their private lives is generally their business and is outside the scope of this policy. The only exceptions to this are where there is an impact on work or interferes with the legitimate activities of other members of the University, or brings the University into disrepute, or risks their safety or that of others.

There are separate policies for students studying at the University. Where someone is both a student and a member of staff, the relevant matter could be considered under both policies as appropriate.

Definitions

“Substance”: For the purposes of this policy, substance includes “illegal drugs”, prescribed and non-prescribed medication, alcohol, solvents, psychoactive substances (including “legal highs”) described within the Psychoactive Substances Act 2016, and any other “illicit substance” covered under the Misuse of Drugs Act 1971.

Dependence: According to the Royal College of Psychiatrists: ‘Dependence occurs when there is physical and/or psychological addiction and the person will have withdrawal symptoms if they do not use the substance. Their lives are dominated by getting and using the substance. People use many sorts of substances.’

Substance misuse: Is defined as: “the intermittent or continual use of alcohol or substances which causes detriment to an individual’s health, social functioning or work performance, and which affects efficiency, productivity, safety, attendance, timekeeping or conduct in the University”.

Policy Statement

The University seeks to adopt a policy of “harm reduction” ¹ through a range of policy and other interventions to reduce the negative outcomes of using drugs, alcohol and psychoactive substances on users and members of the campus community. As an initial approach, we will seek to focus on the safety and wellbeing of the individual and those people around them who may be adversely affected. To achieve this, our policy aims to:

• manage responsibilities under the Health and Safety at Work Act 1974 to secure the safety and wellbeing of the individual and anyone else who may be affected. This will include prohibiting alcohol consumption by people working in certain work settings or roles
• promote sensible and appropriate use of alcohol among employees, as it relates to work, and suggest non-alcoholic alternatives
• prevent and reduce the incidence of substance misuse within the workplace
• recognise that substance misuse and dependency may be a health condition and to encourage, assist and appropriately support employees who disclose issues with substance misuse
• foster an environment where people feel empowered to disclose health issues in the knowledge that they will receive support
• provide line managers with clear frameworks within which to manage suspected and disclosed cases of alcohol or substance misuse
• to inform employees about the consequences of being under the influence of, using or supplying controlled drugs, or who are under the influence of, or are consuming alcohol in contravention of this policy, in the workplace.

Responsibilities

The following responsibilities are in addition to existing duties under other University Health and Safety and Human Resources’ policies, standards and guidance.

Line managers

Line managers are responsible for identifying work tasks and activities where alcohol consumption during the working day is prohibited. This should be recorded in local arrangements.

Where a line manager suspects that an employee has an alcohol or substance misuse issue that is thought to be affecting their attendance, performance, or conduct, then they should follow the University’s Alcohol and Substance Misuse guidance.

Employees

Employees are responsible for ensuring that they are fit for work and are expected to perform their duties in accordance with their contract and to conduct themselves in accordance with university policies, procedures, and standards.

Employees should inform their line manager if they are taking any prescription medication that may impair their ability to undertake their work. This could include a general impact on performance (for example by causing drowsiness or other impacts) on attendance or an impact on a specific aspect of work (such as driving or operating certain machinery or undertaking certain tasks).

If, because of excessive or inappropriate alcohol consumption or substance misuse, an employee cannot discharge their responsibilities safely and to an appropriate standard, or if the employee behaves inappropriately due to the misuse of alcohol or other substances, then action will be taken. This may include applying the University’s disciplinary procedures. Employees will also be signposted to appropriate sources of support.

As part of the University’s disciplinary approach to dealing with alcohol or substance misuse, the University may offer an employee the opportunity to take part in random alcohol or substance screening.

An employee identified as having a potential problem who declines help and whose behaviour or performance at work continues to be a source of concern will be subject to formal action under the appropriate University procedure. Continued failure to engage with managers or to seek support and assistance with any alcohol or substance abuse issue may ultimately lead to termination of contract of employment.

If an employee finds a colleague or other person in the workplace that appears to be acutely intoxicated or under the influence of drugs or other substances, then they should contact Security for assistance.

If an employee suspects a colleague is growing, using or supplying illicit substances on University premises, or whilst at work, or whilst representing the University, then the Director of Human Resources should be informed.

Monitoring

This policy will be reviewed by Human Resources every three years. The recognised Trades Unions will be consulted as part of this review process.