Q&A - working under the influence of alcohol

Q. If we suspect that an employee is working under the influence of alcohol, what action are we permitted to take?

A. In this situation, don’t jump to conclusions. Two managers or senior employees should speak to the employee in private. State what’s been observed, e.g. “you look unsteady on your feet” or “we’ve noticed a smell which we think is alcohol” but don’t make any accusations, e.g. “you are drunk” . Give the employee a chance to respond and keep a written record of the observations and the employee’s response. If you believe that the employee is under the influence of alcohol, or they admit to it, the most appropriate course of action is to suspend them on full pay for a short period of time. Make arrangements for them to get home; don’t allow them to drive any vehicle. Having done this, set up a disciplinary investigation meeting within the next couple of days. Depending on the outcome, formal disciplinary action may follow up to and including dismissal if your rules have been breached. If it transpires that the employee has an alcohol dependency problem, you should deal with the situation sympathetically and help them to seek advice on suitable treatment in the first instance. If they refuse to engage with treatment and their work is affected, you can invoke your capability procedure.