Whether you're managing a construction crew, mining team, or team of vehicle operators in the transport industry, maintaining a safe, drug- and alcohol-free workplace isn’t optional — it's a legal and moral responsibility.
A clearly written drug and alcohol testing policy helps your business stay compliant with WHS obligations, manage risk, and support a healthy working environment. It also ensures that testing is fair, consistent, and aligned with Australian Standards:
- AS/NZS 4308:2008 for urine drug testing
- AS/NZS 4760:2019 for oral fluid drug testing
- AS/NZS 3547:2019 for breath alcohol testing
So, what exactly should your policy include?
Purpose and scope
Start by explaining the purpose of the policy — for example, “to ensure all employees are fit for duty and to maintain a safe and productive work environment.”
Then define who the policy applies to:
- Full-time and part-time employees
- Contractors and labour hire staff
- Visitors in high-risk areas
Clearly outlining the scope helps avoid confusion and sets expectations early.
Definitions and standards
Avoid ambiguity by clearly defining important terms. Examples include:
- Fit for work: Not under the influence of drugs or alcohol to the extent that it impairs safety or performance
- Impairment: Any effect that limits a person’s ability to carry out their role safely
- Zero tolerance: No permissible drug or alcohol presence when on duty
Also refer to the Model WHS laws, which place a primary duty of care on employers to ensure health and safety.
Types of testing to include
Your policy should clearly outline when testing will occur. These may include:
- Pre-employment testing – As part of the recruitment process
- Random testing – For roles in safety-sensitive areas
- Post-incident testing – After a workplace accident or near miss
- Reasonable suspicion testing – Based on observable behaviour
- Return-to-work testing – Before reinstating a suspended employee
Clear definitions ensure fairness and compliance in implementation.
Testing procedures and privacy
Be transparent about how testing is conducted, who does it, and what devices are used. This builds trust and compliance.
Include:
- The type of test used (urine or saliva)
- Who conducts the testing (trained staff or third-party providers)
- Chain of custody protocols
- Sample handling and confirmation process
- Privacy and confidentiality obligations under the Privacy Act 1988
Employee rights and responsibilities
Balance safety and fairness by outlining:
- The need for written consent
- The employee’s right to challenge a result
- Support options such as an Employee Assistance Program (EAP)
- Responsibility to disclose medication that may impair performance
LEARN MORE: Prioritising support over punishment in the workplace
Consequences of a breach
Outline what happens if someone refuses testing, tampers with a sample, or returns a positive result.
Disciplinary action might include:
- Warnings or suspension
- Mandatory rehab
- Termination (depending on the severity and policy)
Make sure disciplinary processes align with your HR and legal frameworks.
Reliable tools to support your policy — and your people
Having a solid drug and alcohol policy is one thing — but enforcing it fairly and consistently requires the right tools.
Equip your workplace with Australian Standard certified devices that deliver accurate, reliable results every time:
- Explore our drug testing kits
- Shop workplace breathalysers
Whether you're rolling out a new policy or reviewing an existing one, we're here to help.
📞 Contact our team for free expert consultation on workplace testing policies, equipment recommendations, and WHS compliance support.
