Workplace Services

Implementing a Drugs and Alcohol policy

We recommend a practical and simple approach to drug and alcohol testing in the workplace. Here are some things worth considering:

  • Develop your drugs and alcohol policy in collaboration with your workforce and trade union (if applicable).
  • Ensure you give the required statutory notice period for introducing the policy and updating employment contracts.
  • Undertake a formal risk assessment to identify the risks in your workplace. Also, this includes the employees most at risk. For instance, safety critical roles.
  • See legal advice and sign-off for your policy from suitably qualified employment lawyers.
  • Implement a drug testing programme (if applicable) that suits your business needs. We can provide advice and expertise in this area.

How can Crystal Health Group help?

We aim to provide impartial and balanced advice on drug testing in the workplace. On one hand, there are other drug testing companies who will try and sell you a service that you don’t necessarily need. On the other, there is advice from trade unions who question the need for drug testing in the workplace at all.

We agree with a lot of what the trade unions say. It is important to consider workers rights and what they can do in their own time. However, it is worth remembering that recreational drugs such as cannabis and cocaine are illegal in the UK.

Also, to illustrate our balanced viewpoint, we have represented employees at employment tribunals. At a case in 2017, our Director Nichola McChrystal’s expert testimony helped with a judgment of unfair and wrongful dismissal. This was as a result of an employer dismissing an employee who ‘failed’ a point of care urine test in the workplace. Without laboratory confirmation testing of this sample, it can only be considered presumptively positive. The employer failed to send the sample for laboratory testing and therefore lost the judgement.

“Supporting your employees and best practice”

Also, our advice is to always provide support to employees who may have difficulties with drugs or alcohol. Afterall, they are an asset to your business, and you may have invested a lot in terms of skills and training into them. A zero-tolerance approach can bring its own problems and could potentially be an unnecessary drain on your HR team. Finally on this point, we will not judge any employee who fails a drug test. We deliver a professional testing service that compliments our clients’ drug and alcohol policy.

In addition to the advice we provide, all workplace drug testing services are derived from best practice. This includes:


It may be surprising to hear that there is no regulator overseeing this sector. As a result, we impose these strict standards on ourselves to ensure compliance in all that we do. In addition, all sample collection activities comply with the Human Tissue Act 2004.

Pre-employment drug testing

Some employers require prospective employees to be drug and alcohol tested before they commence work. We will always recommend the urine laboratory drug test for this purpose. Also, depending on the nature of the position, an employer may request a Hair Drug test. This will provide a historical analysis of drug use for up to 12 months. We perform most pre-employment drug tests at our UK network of clinics.

Random Workplace Drug Testing

Most of these tests are performed on-site in the workplace. There are many options available for random drug and alcohol testing. However, we will always recommend either the urine or oral fluid laboratory test for this purpose. In addition, for random testing to be effective, we advise at least quarterly testing sessions, with at least 10-20% of the workforce tested annually. Also, we provide additional services at no extra cost, these include:

  • The option of randomising your employee lists at Crystal Health Group and the benefits of doing this.
  • Provision of donor advice information to provide fully informed consent. Also, you can use these to help coordinate on-site appointment times.

Periodic Drug Testing

Usually for the more safety critical roles. Employees are drug and alcohol tested at least once annually.

Follow up drug testing

Depending on your drug and alcohol policy, this could be an option for your organisation. As mentioned, a supportive approach could provide an opportunity for an employee to show that they have abstained from drugs or alcohol. A scheduled run of follow-up drug testing sessions could help to prove this. Remember, you employee is an important asset to your organisation. As a result, we recommend follow-up testing as part of a supportive drugs and alcohol policy.

For-cause Drug Testing

Also called ‘with-cause’ or ‘post-incident’ testing. This type of testing could help provide further evidence for an investigation into an accident, incident or allegations of drug or alcohol use at work. Furthermore, it should not be used in isolation for any disciplinary action. Again, we would recommend urine laboratory testing for this. Also, this service is available 24/7, 365 days a year.

Friendly advice

Introducing workplace drug and alcohol testing can be daunting. The above information is by no means an exhaustive list of do’s and don’ts! The best way we can help you is by fully understanding your business and the need to introduce drug and alcohol testing. By asking the right questions, we can do this and advise you accordingly. Also, one of our senior management team may be able to visit you and answer any concerns you might have. In addition, we have developed helpful templates and guidance that may assist you in developing both your policy and testing programme.

Finally, we have worked with many organisations over the years, both small and large. Those that have successfully introduced workplace drug testing have integrated it into their health and safety culture. It has now just become something that they do to ensure the safety of their employees, visitors and the public. We can help you get there, call us today to speak to one of our team.