Policy No: 12
Policy Owner: Ryan Yeoman, Managing Director
Approved by: Board of Directors
Date adopted: 03/09/2026
Version: 1.0
Next review: September 2027, or sooner if required
1. Purpose and scope
Thrive Recruitment Group Plymouth Ltd (“Thrive”) is committed to maintaining a safe, professional and appropriate working environment. Employees, temporary workers, agency workers, contractors and anyone providing services on behalf of Thrive must be fit to carry out their duties safely and effectively throughout their working time.
This policy applies both to work undertaken directly for Thrive and to assignments carried out at schools, SEND settings, alternative provision, colleges and other client premises. Individuals must also comply with any lawful alcohol, drugs, medication and substance-misuse rules operated by the client setting.
2. Fitness for work
Employees and workers must present themselves for work in a condition that allows them to perform their duties properly, safely and professionally. They must not attend work or remain at work while impaired by alcohol, illegal drugs, misuse of medication or any other substance that adversely affects judgement, behaviour, coordination, alertness or their ability to carry out the role safely.
The consumption or misuse of alcohol or non-medicinal drugs during working time, including breaks where the individual is expected to return to work, is prohibited where it may affect fitness for duty or breach a client’s rules.
3. Prescription and over-the-counter medication
Thrive recognises that employees and workers may legitimately need prescription or over-the-counter medication. Individuals are not expected to disclose private medical information unnecessarily. However, where medication may reasonably affect their ability to perform the role safely, drive for work, operate equipment, provide personal care or otherwise meet the requirements of an assignment, they should seek appropriate medical or pharmacy advice and inform Ryan Yeoman, Managing Director, confidentially where a workplace adjustment or safety measure may be required.
Any health information disclosed will be handled sensitively and only shared where there is a lawful and necessary reason to do so.
4. Suspected impairment at work
Where Thrive or a client has reasonable grounds to believe that an individual is impaired by alcohol or drugs and is not able to carry out their duties properly or safely, the individual may be removed from the workplace or assignment while the matter is assessed.
The priority will be the safety and welfare of the individual, pupils, colleagues, clients and others. Thrive will consider the available facts before deciding what further action is appropriate. Where necessary, the individual may be asked not to drive and to make safe arrangements to leave the premises.
Any removal from duties, suspension or payment arrangements will be handled in accordance with the individual’s contractual status and applicable procedures; this policy does not create an automatic right to unpaid suspension.
5. Investigation and disciplinary action
Suspected breaches of this policy will be investigated fairly and proportionately. Depending on the circumstances, Thrive may obtain information from the individual, the client and relevant witnesses and may seek appropriate occupational health or medical advice with the individual’s consent where this is necessary and lawful.
Being unfit for work because of alcohol or illegal/non-medicinal drug use, possessing illegal drugs at work, or other serious breaches of this policy may constitute misconduct or gross misconduct. Any disciplinary action will be taken under the relevant disciplinary procedure and only after appropriate investigation. Employees will retain any applicable right of appeal.
6. Alcohol and drugs at education settings
Because Thrive supplies staff into education and SEND environments, any concern involving impairment is treated particularly seriously where it could affect the safety, safeguarding or welfare of children, young people, vulnerable individuals or colleagues.
Workers must comply immediately with reasonable instructions from the client concerning safety and safeguarding. A client should notify Thrive promptly where a Thrive worker is removed from duties because of a suspected alcohol or drug-related concern so that Thrive can consider the matter under its own procedures.
7. Possession, supply and illegal substances
The possession, use, supply, purchase or sale of illegal drugs while working, on Thrive premises, at a client setting or while representing Thrive is prohibited.
If there are reasonable grounds to suspect possession of alcohol, illegal drugs or another prohibited substance, Thrive will investigate in accordance with applicable policies and the law.
Thrive will not rely on an automatic or unrestricted right to search personal belongings. Any search will only be undertaken where there is an appropriate lawful basis, with consent where required, and with regard to privacy and dignity
Where there is reasonable suspicion of drug dealing, trafficking, supply or another criminal offence, Thrive may suspend or remove the individual from duties while the matter is investigated and may report the matter to the police or another appropriate authority.
8. Testing and medical examinations
Thrive does not operate routine alcohol or drug testing under this policy. Testing or a medical examination will only be considered where there is a clear and proportionate reason, an appropriate contractual or legal basis, and suitable safeguards concerning consent, confidentiality, accuracy and data protection.
A refusal to participate will not automatically be treated as proof of substance misuse. Thrive will consider the reason for any refusal and all other available evidence before deciding what action, if any, is appropriate.
9. Support and dependency
Thrive recognises that alcohol or drug dependency can involve health and welfare issues. Individuals are encouraged to seek help at an early stage and, where appropriate, to raise the matter confidentially with Ryan Yeoman before it results in a safety or conduct concern.
Where reasonably practicable, Thrive will consider appropriate support, time away from work for treatment, adjustments or signposting to professional services. The precise arrangements, including whether any absence is paid or unpaid, will depend on the individual’s contractual position, circumstances and applicable company policies.
Seeking help will not prevent Thrive from taking action where there has been serious misconduct, a safeguarding concern or a significant safety risk, but relevant circumstances will be considered fairly.
10. Reporting concerns about others
Employees and workers who reasonably suspect that a colleague or another person working alongside them is impaired or is breaching this policy should report the concern promptly to an appropriate manager at the client setting and/or to Ryan Yeoman, Managing Director, on 01752 423450.
Concerns should be based on genuine observations or information and should not be used to make malicious or discriminatory allegations. Reports will be handled as sensitively as possible and may also be raised through Thrive’s Whistleblowing Policy where appropriate.
11. Confidentiality and data protection
Information relating to suspected substance misuse, medication, dependency, medical advice, testing or treatment will be treated as confidential personal information and handled in accordance with Thrive’s data protection obligations. Access will be limited to those who reasonably need the information for safety, employment, safeguarding or legal purposes.
12. Responsibilities
The Board of Directors has overall responsibility for this policy. Ryan Yeoman, Managing Director, is responsible for its day-to-day implementation and for coordinating investigations or support where required.
All employees and workers are responsible for maintaining their fitness for work, following this policy and client-site rules, and raising concerns that may present a genuine health, safety or safeguarding risk.
13. Related policies
This policy should be read alongside Thrive’s relevant procedures, including:
- Health and Safety Policy;
- Whistleblowing Policy;
- Complaints Policy and Procedure;
- Recruitment, Selection and Vetting Policy;
- Safeguarding and safer recruitment procedures;
- disciplinary and grievance procedures where applicable;
- data protection and confidentiality procedures.
14. Approval and review
This Alcohol and Drugs in the Workplace Policy was adopted by the Board of Directors of Thrive Recruitment Group Plymouth Ltd on 03/09/2026. It will be reviewed annually, or sooner where legislation, guidance, business activities or identified risks change.
Signed: R.Yeoman
Name: Ryan Yeoman
Position: Managing Director
Date: 03/09/2026