Workplace Drug And Alcohol Testing Procedure UK

Workplace Drug and Alcohol Testing

Workplace drug and alcohol testing is increasingly common in the UK, particularly in safety-sensitive industries. Employers implement testing to comply with health and safety regulations, reduce workplace risks, and promote a productive environment. Below is an overview of workplace drug and alcohol testing procedures in the UK, including legal considerations, testing methods, and employee rights.

Drug and alcohol testing procedure onsite tests

It is always essential to obtain informed consent and to keep good records when performing workplace drug and alcohol testing. See our drug testing record and consent form for employers.

  1. Test notification – The employee is informed about the type of test being conducted and consent is sought.
  2. Test administration – The test is carried out following standard procedures.
  3. Negative result – If the result is negative, no further action is required, and the process is complete.
  4. Non-negative result – If the result is non-negative, the employee will be required to provide an additional sample for further analysis.
  5. Laboratory analysis – The sample is securely sent to a UKAS accredited laboratory for confirmatory testing. Laboratory drug test packs are available to purchase online here
  6. Work status – The employee may be suspended from work while awaiting the final test results.
  7. Outcome & next steps – Depending on the confirmed results, the employee may be required to attend a disciplinary meeting in line with company policy.

Workplace drug and alcohol testing methods

Different testing methods are used in workplace drug and alcohol testing, depending on the purpose and employer policy. The main types include:

1) Urine Drug Testing

  • Most common method due to reliability and ease of collection.
  • Detects drug use within hours to several days, depending on the substance.
  • Usually conducted using or on-site urine drug testing kits and / or laboratory analysis

2) Saliva Drug Testing

  • Suitable for detecting recent drug use (up to 48 hours for most substances).
  • Less invasive than urine testing and provides rapid results.
  • Usually conducted using on-site saliva drug testing kits and / or laboratory analysis

3) Hair drug testing

  • Detects long-term drug use (up to 90 days).
  • Useful for pre-employment screening and monitoring ongoing substance use.

4) Breath alcohol testing

  • Measures alcohol levels using a breathalyser.
  • Provides immediate results and is commonly used for random or post-incident testing.

5) Saliva alcohol testing

  • Provides a quick and non-invasive way to detect recent alcohol consumption, typically within the past 6–12 hours.
  • It is commonly used for workplace testing due to its ease of use and rapid results.
  • Combined drug and alcohol saliva tests offer a comprehensive screening solution, detecting both alcohol and a range of common drugs in a single test. These multi-panel tests are ideal for employers and organisations needing efficient, on-the-spot screening for substance use.

6) Blood alcohol and drug testing

  • Used in cases requiring precise measurements, such as legal or forensic investigations.
  • Less common in routine workplace testing due to invasiveness and cost.

Types of Workplace Drug and Alcohol Testing

Employers may conduct drug and alcohol testing in different situations, including:

  • Pre-Employment Testing – Conducted before hiring to ensure candidates are drug- and alcohol-free.
  • Random Testing – Unannounced tests to deter substance misuse.
  • Post-Accident Testing – After a workplace incident to determine if drugs or alcohol were a factor.
  • For-Cause Testing – If an employee shows signs of impairment or abnormal behaviour.
  • Periodic Testing – Regular testing as part of a company’s health and safety policy.

Employee rights and consent

Employees must be informed of the drug and alcohol testing policy, and drug and alcohol testing should only be conducted with consent. Key employee rights include:

  • The right to privacy and protection under GDPR.
  • The right to refuse testing (though this may have disciplinary consequences if outlined in the employment contract).
  • The right to challenge test results and request a retest.

Legal considerations for UK employers around drug and alcohol testing

In the UK, workplace drug and alcohol testing must comply with employment law and data protection regulations. Key legal aspects include:

  • Health and Safety at Work Act 1974 – Employers have a duty to ensure a safe working environment.
  • Misuse of Drugs Act 1971 – Prohibits the possession and supply of controlled substances.
  • Employment Rights Act 1996 – Protects employees from unfair dismissal.
  • GDPR & Data Protection Act 2018 – Requires consent and proper handling of personal data.
  • Equality Act 2010 – Ensures drug and alcohol testing policies do not discriminate against employees.

Employers must have a clear drug and alcohol policy outlining the testing procedures, reasons for testing, and consequences of a positive test.

Consequences of a positive test

If an employee tests positive for drugs or alcohol, the employer must follow due process:

  • Confirm the result with a UKAS accredited laboratory confirmation drug test.
  • Conduct a meeting with the employee to discuss findings.
  • Follow disciplinary procedures as outlined in the company drug and alcohol policy.
  • Offer support, such as access to employee assistance programmes (EAPs) or rehabilitation services.

Need further assistance

Workplace drug and alcohol testing in the UK must be conducted fairly, transparently, and in compliance with employment laws. Employers should ensure policies are clear, legally compliant, and communicated effectively to all employees. When implemented correctly, drug and alcohol testing can contribute to a safer and more productive workplace.

For further information on workplace drug and alcohol testing kits and services, contact UK Drug Testing