Gloves n Stuff Ltd
Company Number: 05005925
Registered Office: Unit 91 Arthur Street, Redditch, Worcestershire, B98 8JY, United Kingdom
Telephone: 01527 524992
Email: sales@glovesnstuff.com
Website: www.glovesnstuff.com
1. Purpose
The purpose of this policy is to set out the commitment of Gloves n Stuff Ltd to maintaining a safe, healthy and productive working environment by minimising the risks associated with the misuse of drugs and alcohol in the workplace.
The company recognises that alcohol and drug misuse can have serious consequences for health and safety, work performance, attendance, conduct, and the wellbeing of employees and others affected by the business.
2. Scope
This policy applies to all employees, temporary workers, agency staff, contractors and any other individuals working for or on behalf of Gloves n Stuff Ltd.
The policy applies to all company activities including:
- Office and administrative work
- Warehousing, storage, picking and packing operations
- Loading and unloading deliveries
- Driving or work-related travel where applicable
- Work-related meetings, events and functions
3. Policy Statement
Gloves n Stuff Ltd is committed to ensuring that all employees are fit to carry out their duties safely and effectively. The company recognises its duties under the Health and Safety at Work etc. Act 1974 to protect employees and others who may be affected by its operations.
The company will take reasonable steps to prevent alcohol or drug misuse from affecting workplace safety, performance, conduct or reputation. The company will also, where appropriate, support employees who voluntarily seek help for alcohol or drug-related problems.
4. Rules on Drugs and Alcohol
4.1 Alcohol
Employees must not consume alcohol during working hours, including paid breaks, unless specifically authorised by management for a legitimate business event.
Employees must not report for work or remain at work while under the influence of alcohol where this may affect their safety, performance, behaviour, judgement or the safety of others.
4.2 Illegal Drugs
The possession, use, distribution, sale or transfer of illegal drugs on company premises, during working time, or while conducting company business is strictly prohibited and will normally be treated as gross misconduct.
4.3 Prescription and Over-the-Counter Medication
Employees must inform their manager if they are taking prescribed or over-the-counter medication that may affect their ability to work safely or perform their duties properly.
Any such disclosure will be handled sensitively and confidentially so that appropriate risk controls or temporary work adjustments can be considered where necessary.
5. Fitness for Work
All employees are expected to report for work fit to perform their duties safely and effectively. This is particularly important for roles involving manual handling, use of warehouse equipment, stock handling, work at height, loading and unloading, and any other safety-related tasks.
If management reasonably believes that an employee may be unfit for work due to drugs or alcohol, the company may remove that employee from duties immediately while the matter is investigated.
6. Testing
Where lawful, reasonable and proportionate, the company reserves the right to require drug and/or alcohol testing in circumstances such as:
- Reasonable suspicion of impairment
- Following a workplace accident, incident or near miss
- Where required for safety-critical work or investigation purposes
Any testing will be carried out fairly, with due regard to employee consent, privacy, dignity and data protection requirements. Refusal to comply with a reasonable request for testing without valid justification may result in disciplinary action.
7. Reporting Concerns
Employees must report any concerns where they believe a colleague may be under the influence of drugs or alcohol while at work and this may create a risk to health, safety, performance or conduct.
Managers must deal with such concerns promptly, confidentially and fairly. Where necessary, the employee concerned may be removed from duties pending investigation.
8. Support for Employees
Gloves n Stuff Ltd recognises that dependency on drugs or alcohol may be a health issue and encourages employees to seek help at an early stage.
Where an employee voluntarily discloses a drug or alcohol problem before it results in misconduct or a serious safety incident, the company will, where appropriate and reasonably practicable, consider supportive measures such as:
- Confidential discussion with management
- Temporary adjustment of duties
- Time off for medical appointments or treatment where appropriate
- Monitoring and review of progress
Support will normally depend on the employee cooperating fully with any agreed assistance or improvement measures.
9. Disciplinary Action
Any breach of this policy may result in disciplinary action, up to and including dismissal.
Examples of conduct likely to result in disciplinary action include:
- Reporting for work under the influence of alcohol or drugs
- Consuming alcohol during working hours without authorisation
- Failure to disclose medication that affects safe performance where relevant
- Refusal to comply with a reasonable management instruction under this policy
- Possession, use, distribution or sale of illegal drugs in connection with work
Serious breaches, particularly where health and safety is endangered, may be treated as gross misconduct.
10. Responsibilities
10.1 Director / Senior Management
The Director has overall responsibility for ensuring this policy is implemented and reviewed and that appropriate action is taken to protect the health, safety and welfare of employees and others affected by the company’s activities.
10.2 Managers / Supervisors
Managers and supervisors are responsible for:
- Promoting awareness of this policy
- Monitoring fitness for work in their teams
- Addressing concerns promptly and confidentially
- Taking appropriate action where safety or conduct is affected
- Supporting employees who disclose a dependency issue where appropriate
10.3 Employees
Employees are responsible for:
- Reporting to work fit to carry out their duties
- Complying with this policy at all times
- Informing management of medication that may affect safe working
- Raising concerns where workplace safety may be compromised
- Cooperating with any reasonable investigation under this policy
11. Confidentiality
Any information disclosed by an employee under this policy, including information relating to medical treatment or dependency, will be handled sensitively and confidentially so far as reasonably practicable and in accordance with data protection requirements.
12. Monitoring and Review
The company will monitor the effectiveness of this policy through incident reviews, management oversight, disciplinary trends, and periodic review.
This policy will be reviewed at least annually or sooner if there are significant changes to business operations, legal requirements or identified workplace risks.
13. Approval
Approved by: Paul Bowers
Name: Paul Bowers
Position: Director
Date: 26/03/26
Review Date: 26/03/26