Purpose of the checklist

NASUWT believes that all schools should have clear, transparent and equitable processes and procedures for dealing with employees who have substance misuse problems.

School policies which accord with the provisions in this checklist will help to support employees who are dealing with substance misuse issues.

An effective substance misuse policy will support employees to address substance misuse problems and reduce the risk of disciplinary, capability and other processes linked to substance misuse.

The checklist below sets out the minimum requirements for an effective substance misuse policy.

Key elements of substance misuse at work policy

Substance misuse policies acceptable to NASUWT should include the following provisions:

  • a clear definition of substance misuse as the use of a substance which negatively impacts on the physical and/or mental health and wellbeing of the user;

  • a statement that substance misuse covers alcohol, illegal or legal drugs, prescription medicines, e.g. tranquillisers, anti-depressants and over-the-counter medicines, psychoactive substances previously known as legal highs, solvents, glue, aerosols and lighter fuel;

  • a statement that the school/college will treat substance misuse in a sensitive and supportive manner that acknowledges the psychological and physiological aspects of dependency associated with substance misuse;

  • a statement that the school/college encourages a culture of openness and transparency where staff are able to disclose any issues/problems they are having with substance misuse either inside or outside work;

  • a statement that the school/college will be proactive in raising awareness of the risks and potential harm associated with substance misuse for both staff and pupils and provide appropriate signposts and support;

  • a statement that school/college recognises its duties under the Health and Safety at Work etc. Act 1974/the Health and Safety at Work (Northern Ireland) Order 1978 to risk assess all hazards, including substance misuse;

  • a non-exhaustive list of examples of possible indicators of substance misuse and the signs that someone may have an issue with substance abuse;

  • a statement that recognises the impact prescription drugs can have on behaviours without a misuse problem existing and that employees should inform the school/college where side effects of prescription drugs are known and may cause a hazard in order that a risk assessment can be undertaken;

  • a commitment to ensure that all managers are appropriately trained, including identifying the appropriate signs and how to support and deal with employees who seek help, such as signposts to sources for obtaining expert advice and help; and

  • details of where further advice/guidance can be obtained.

The policy should also state that the school/college will:

  • not dismiss employees simply for having a substance misuse problem;

  • deal with all cases in a consistent, supportive and fair manner on a case-by-case basis;

  • recognise substance misuse problems as a health matter requiring treatment and support;

  • provide guidance and assistance to help individuals deal with a substance misuse issue;

  • encourage individuals with an issue to seek help;

  • conduct a risk assessment whenever a substance misuse disclosure is made, including with recognised trade union representatives, as appropriate;

  • not instigate disciplinary or capability procedures until all attempts at rehabilitation have been unsuccessful;

  • not require employees to undergo drug tests;

  • refer all employees who make a disclosure, and those where a substance misuse issue is suspected, to occupational health (OH) and follow all OH advice;

  • meet with employees informally to discuss any disclosure or suspected misuse issue and that this will be done with the utmost sensitivity and discretion;

  • permit trade union representation at any meetings held under the policy;

  • share summary anonymised data pertaining to substance misuse with the relevant health and safety committee and the recognised trade unions;

  • recognise that relapse may occur, but that this will not automatically result in disciplinary or capability procedures; and

  • in the case of a relapse, lead discussion around any work-related reasons for the relapse and any additional mitigations/adjustments that are required.

Monitoring and review

The policy will ensure:

  • individual records and information about substance misuse will be managed appropriately and treated as confidential personal data in accordance with the General Data Protection Regulations (GDPR);

  • substance misuse is consistently and accurately recorded and statistical data will be shared on an annual basis with recognised trade unions; and

  • consistency of application and adherence to equalities legislation.