Product Overview

Summary: This Substance Abuse Prevention Policy SOP sets out a clear, legally defensible framework for managing alcohol and other drug risks in the workplace. It helps Australian businesses protect workers, maintain fitness for duty, and respond consistently to impairment concerns, while supporting early intervention and rehabilitation where appropriate.

Alcohol and other drug use can seriously compromise fitness for work, decision-making and reaction times, increasing the likelihood of incidents, injuries and costly mistakes. In Australia’s WHS framework, a Person Conducting a Business or Undertaking (PCBU) must take reasonably practicable steps to ensure workers are not impaired by substances while at work. This Substance Abuse Prevention Policy Safe Operating Procedure provides a structured, fair and transparent approach to preventing, identifying and managing substance-related risks before they lead to harm.

The SOP clearly defines expectations around substance use, outlines when and how testing may occur, and sets out a consistent process for supervisors to follow if they suspect impairment or receive a report of concern. It balances safety, privacy and procedural fairness, integrating early intervention, support pathways and, where necessary, disciplinary steps. By implementing this procedure, organisations can demonstrate due diligence, reduce the risk of WHS breaches and reputational damage, and foster a culture where workers feel safe to raise concerns and seek help without stigma.

Designed specifically for the Australian context, this SOP aligns with WHS legislation and contemporary best practice around psychosocial risk management. It helps organisations integrate substance abuse prevention into broader health, wellbeing and fatigue management programs, ensuring that safety-critical roles are protected and that responses to incidents or positive test results are consistent, documented and defensible.

Key Benefits

• Reduce the risk of workplace incidents, injuries and near misses arising from alcohol or other drug impairment.
• Ensure consistent, fair and legally defensible responses to suspected impairment, positive tests and related misconduct.
• Demonstrate compliance with Australian WHS duties, including managing psychosocial and behavioural risks.
• Support early intervention, rehabilitation and worker wellbeing through clear referral and support pathways.
• Clarify expectations for all workers and supervisors, reducing conflict, confusion and informal or ad hoc practices.

Who is this for?

• Business Owners
• Directors and Officers (PCBU Representatives)
• Human Resources Managers
• WHS Managers and Advisors
• People and Culture Leaders
• Operations Managers
• Site Supervisors and Team Leaders
• Health and Safety Representatives (HSRs)
• Return-to-Work Coordinators
• Union Delegates and Consultative Committee Members

Hazards Addressed

• Impaired judgment and decision-making due to alcohol or other drug use
• Reduced coordination and reaction time increasing the likelihood of incidents
• Unsafe operation of vehicles, plant and equipment while under the influence
• Aggressive or unpredictable behaviour linked to substance misuse
• Increased risk of bullying, harassment and interpersonal conflict associated with substance use
• Psychosocial harm to workers exposed to colleagues’ substance-related behaviour
• Reputational and legal risk arising from substance-related incidents at or connected to work

Included Sections

• 1.0 Purpose, Scope and Objectives
• 2.0 Definitions (Alcohol, Drugs, Impairment, Fitness for Work, Prescription Medication)
• 3.0 Legislative and Standards Framework
• 4.0 Roles and Responsibilities (PCBU, Officers, Managers, Supervisors, Workers, Contractors)
• 5.0 Policy Statement and Zero/Low Tolerance Principles
• 6.0 Fitness for Work and Substance Use Expectations
• 7.0 Prescription and Over-the-Counter Medication Disclosure and Management
• 8.0 Prohibited Substances and Alcohol Limits
• 9.0 Workplace Alcohol Use (Functions, Client Events and Remote/Isolated Work)
• 10.0 Education, Training and Communication Requirements
• 11.0 Identification of Suspected Impairment (Signs, Symptoms and Reporting Channels)
• 12.0 Procedure for Responding to Suspected Impairment
• 13.0 Alcohol and Drug Testing (Types, Triggers, Consent and Refusal)
• 14.0 Testing Protocols, Chain of Custody and Confidentiality
• 15.0 Management of Positive Results and Non-Negative Screens
• 16.0 Incident, Near Miss and Post-incident Procedures
• 17.0 Support, Referral and Rehabilitation (EAP, Treatment Programs, Return-to-Work)
• 18.0 Performance Management and Disciplinary Actions
• 19.0 Contractor and Labour Hire Worker Requirements
• 20.0 Recordkeeping, Privacy and Information Security
• 21.0 Consultation with Workers and Health and Safety Representatives
• 22.0 Monitoring, Review and Continuous Improvement
• 23.0 Related Documents, Forms and Checklists

Legislation & References

• Model Work Health and Safety Act 2011 (Cth) and harmonised state and territory WHS Acts
• Model Work Health and Safety Regulations 2011
• Safe Work Australia – Managing the Risk of Psychosocial Hazards at Work Code of Practice
• Safe Work Australia – Work-related Alcohol and Other Drugs guidance material
• AS/NZS ISO 45001:2018 Occupational health and safety management systems
• AS 3547:2019 Breath alcohol testing devices for personal use (as relevant to workplace testing providers)
• Privacy Act 1988 (Cth) and applicable state privacy/health records legislation (for handling test and health information)