Do I need to customise this drug and alcohol policy template for my business?

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.

Does this template work for NSW, Victoria and Queensland?

Yes. The template is built around national Work Health and Safety principles that apply across most states and territories. Because WHS is administered by state regulators, review the guidance from your local regulator — such as SafeWork NSW, WorkSafe Victoria or WorkSafe Queensland — and adjust the policy to match any state-specific requirements.

Can I implement drug and alcohol testing in my workplace?

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).

Does this policy need to cover prescription medications?

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.

How should I communicate this policy to employees?

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.

What should I do if an employee voluntarily discloses a substance issue?

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.

FREE HR TEMPLATE Last updated 26 June 2026

Drug & alcohol policy template

A free, ready-to-edit drug and alcohol policy template for Australian workplaces. Set clear fitness-for-work expectations, support WHS compliance and reduce risk in safety-sensitive roles — no signup required.

Drug & alcohol policy

PDF format • Ready to download

Aligned with WHS legislation requirements

Clear guidelines for work events and functions

Support and rehabilitation provisions

Includes acknowledgement section

By downloading, you agree to our template disclaimer

This drug and alcohol policy template reflects Australian workplace standards and Fair Work principles at the time of publication and is provided as a general guide to adapt for your business. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.

References HR Hub disclaimer Modern Awards Fair Work

Why your workplace needs a drug & alcohol 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 drug and alcohol policy works alongside your WHS policy and fatigue management policy to keep your team fit for work.

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.

What a drug & alcohol policy should cover

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.

Fitness for 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 an 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 — employees, contractors and visitors — 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.

Fitness for work, BAC limits and testing

How to set clear expectations and handle testing fairly

Zero tolerance vs BAC limits

Decide whether your workplace enforces a strict 0.00% blood alcohol content (BAC) limit — common for high-risk roles operating machinery or vehicles — or a general fitness-for-work standard based on impairment. Make the chosen approach explicit in your policy.

Prescription & over-the-counter medication

Require employees to notify their manager if they are taking medication that may affect their safety or performance — particularly in roles involving driving, machinery or fitness-for-work obligations.

When testing may occur

Pre-employment

Screening before a candidate starts in a safety-sensitive role.

Random testing

Unannounced testing of a fair, randomly selected group of staff.

Reasonable cause

Where a manager reasonably suspects impairment based on behaviour or signs.

Post-incident

After a workplace accident or near-miss, as part of the investigation.

Testing must be conducted fairly by qualified personnel, with privacy respected. Pair a positive result or refusal with a clear, consistent misconduct process and the right to support.

A good policy balances safety with support — encourage employees to disclose issues before an incident, provide access to an Employee Assistance Program (EAP), consider rehabilitation and a return-to-work plan after treatment, and handle all disclosures confidentially.

Who should use this template?

Every employer should have clear alcohol and drug guidelines

Hospitality & cafes Retail stores Healthcare & aged care Childcare centres Trades & construction Security

Particularly important for safety-sensitive industries involving driving, machinery, patient care or food handling.

WHS regulators & compliance resources

For localised WHS/OHS compliance, review the official guidance for your state or territory.

Safe Work Australia SafeWork NSW WorkSafe Victoria WorkSafe Queensland Fair Work Ombudsman

Manage your policies the easy way

RosterElf helps Australian businesses store policies, capture employee acknowledgements at onboarding and roster a compliant, fit-for-work team — all in one place.

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Related guides

Learn more about implementing this policy

How to handle a workplace complaint

Fair process for receiving and resolving employee complaints.

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How to conduct a workplace investigation

Run fair, thorough workplace investigations.