Alcohol & Drug policy template
A comprehensive policy outlining expectations for substance use, impairment and maintaining a safe work environment. Supports WHS compliance and reduces risks in safety-sensitive roles.
Alcohol & drug policy
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Why you need an alcohol & drug policy
Under Work Health and Safety legislation, employers must ensure the health and safety of workers, so far as is reasonably practicable. This includes managing risks associated with impairment from alcohol and drugs.
An impaired employee creates risks for themselves, their colleagues and potentially customers. In safety-sensitive industries — construction, transport, healthcare, hospitality — the consequences can be severe.
A clear policy sets expectations before issues arise, provides a framework for addressing impairment, and demonstrates your commitment to workplace safety. It also supports employees who may be struggling with substance issues by outlining available support. Using HR software helps you track policy acknowledgements and maintain employee records securely.
Key elements of your policy
Essential components for managing alcohol and drugs at work
Alcohol expectations
Clear rules for alcohol consumption at work events and during work hours.
Drug use prohibition
Zero tolerance for illicit drugs and misuse of prescription medications.
Impairment at work
What to do if an employee appears impaired or unfit for work.
Driving & machinery
Special requirements for safety-sensitive roles involving vehicles or equipment.
Support & assistance
Access to EAP and support for employees with substance issues.
Testing protocols
When and how testing may be conducted (if applicable to your business).
What's included in this template
A comprehensive framework for managing alcohol and drugs in the workplace
Purpose & commitment
The organisation's commitment to a safe, drug-free workplace.
Scope & application
Who the policy covers and when it applies.
Prohibited conduct
What behaviours are not permitted regarding alcohol and drugs.
Prescription medications
Disclosure requirements for medications that may affect work performance.
Work events & functions
Guidelines for responsible alcohol consumption at work events.
Recognising impairment
Signs of impairment and how to respond.
Testing (if applicable)
Circumstances and procedures for drug and alcohol testing.
Support & rehabilitation
Employee assistance programs and support available.
Consequences of breaches
Disciplinary outcomes for policy violations.
Review & acknowledgement
Policy maintenance and employee sign-off.
Balancing safety and support
An effective Alcohol & Drug policy isn't just about prohibition and discipline. It should also:
- Encourage disclosure
Employees who voluntarily seek help before an incident should be supported, not punished
- Provide EAP access
Employee Assistance Programs offer confidential support for substance issues
- Consider rehabilitation
Where appropriate, support employees returning to work after treatment
- Maintain confidentiality
Handle disclosures and test results with appropriate privacy
Who should use this template?
Every employer should have clear alcohol and drug guidelines
Particularly important for safety-sensitive industries involving driving, machinery, patient care or food handling.
Legal disclaimer
This template is designed to reflect Australian workplace standards and Fair Work principles at the time of publication. It is provided as a general guide only and does not constitute legal advice.
You should review and tailor this template to suit your business, industry, modern award, enterprise agreement and specific workplace circumstances. For complex situations or disputes, seek independent legal or HR advice.
Regulatory sources
This template is aligned with Australian workplace health and safety requirements.
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Download our Alcohol & Drug policy template and set clear expectations for a safe, healthy work environment.
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Alcohol & drug policy FAQ
- Yes. This template provides a solid foundation, but you should tailor it to reflect your specific workplace, industry requirements, and any applicable modern award or enterprise agreement. Consider your business size, the nature of work performed, and any industry-specific regulations.
- Distribute the policy during onboarding for new employees and via email or team meetings for existing staff. Have employees sign an acknowledgement form confirming they have read and understood the policy. Using HR software with policy management can automate tracking of acknowledgements.
- Testing is permitted in Australia in certain circumstances, particularly for safety-sensitive roles. However, you must have a clear policy in place before testing, ensure the testing method is appropriate and conducted by qualified personnel, and respect employee privacy. The policy should outline when testing may occur (pre-employment, random, post-incident, reasonable cause).
- Treat voluntary disclosures confidentially and supportively. Employees who seek help before an incident should be offered access to your Employee Assistance Program (EAP) rather than facing immediate disciplinary action. Work with them on a return-to-work plan if treatment is needed, while ensuring workplace safety is maintained.
- Yes. Prescription medications can impair work performance and safety just like alcohol or illicit drugs. Your policy should require employees to disclose any medication that may affect their ability to work safely, particularly in safety-sensitive roles involving driving, operating machinery, or caring for others.
Related guides
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View templateDisclaimer
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.