Drugs & Alcohol Policy

DRAFT v0.1 — 21/06/2026 — for internal review and legal sign-off; not legal advice.

Applies to: CDOCC Limited — all employees, workers, agency staff, casual/bank staff, and (where stated) contractors and volunteers.

1. Purpose and scope

CDOCC Limited operates licensed, public-facing premises. The safety of our team and our customers, our legal duties, and the good name of the business all depend on every member of staff being fit and capable while at work.

This policy explains:

• The standard we expect.

• What counts as serious misconduct, and what we treat as a health matter.

• The rules around alcohol on the premises (a real and recurring issue in pub work).

• What to do about prescription and over-the-counter medication.

• How concerns are raised, how support is offered, and how (if ever) testing might be used.

It applies during working hours, on any CDOCC Limited premises, at work-related events, and whenever you are representing the business.

2. The standard — fit for work

You must not be unfit for work because of alcohol or drugs. "Unfit" means your ability to do your job safely, competently and professionally is impaired — whether or not you feel impaired yourself.

This matters for hard, specific reasons:

• Licensing. We hold a premises licence under the Licensing Act 2003. We must uphold the four licensing objectives — the prevention of crime and disorder, public safety, the prevention of public nuisance, and the protection of children from harm. Staff who are impaired put the licence (and everyone's job) at risk.

• Serving the public. You are responsible for serving alcohol lawfully — including refusing service to people who are already drunk and refusing under-age sales. You cannot make those judgements reliably if you are impaired yourself.

• Operating equipment and the cellar. Cellar work, gas (CO2), glass-washers, cleaning chemicals, kitchen equipment, deliveries and lifting all carry real risk. Impairment turns routine tasks into accidents.

• Working late and lone working. Late finishes, lock-up, cashing-up and walking home in the dark all demand a clear head.

• Reputation. A visibly impaired member of staff damages customer trust and the reputation of CDOCC Limited in a way that is hard to undo.

This standard supports our duties under the Health and Safety at Work etc. Act 1974 — the business must, so far as reasonably practicable, protect the health and safety of staff and the public, and you have a personal duty to take reasonable care for your own safety and that of others affected by your acts or omissions.

3. What is not allowed

You must not, while at work or on CDOCC Limited premises:

• Attend work, or carry out any duty, while unfit through alcohol or drugs.

• Consume illegal drugs, or be under their influence.

• Bring onto the premises, possess, use, supply, sell or deal illegal drugs or controlled substances.

• Drink alcohol while on duty (see section 5).

• Encourage, pressure or cover for a colleague who is breaching this policy.

4. Two different situations — misconduct vs a health issue

This is the most important distinction in the policy. We treat the two very differently.

4.1 Conduct that is normally treated as gross misconduct

The following are serious breaches and will normally be dealt with under the [Disciplinary & Grievance Procedure] as gross misconduct, which can result in dismissal without notice:

• Being intoxicated or impaired while on duty.

• Possessing, using, supplying, selling or dealing illegal drugs on the premises.

• Serving a customer while impaired, or any safety incident caused by your impairment.

• Drinking alcohol on duty, running up a staff tab, taking part in a lock-in or after-hours drinking on the premises, or otherwise breaching the alcohol-on-premises rules in section 5.

Each case is judged on its facts; the disciplinary procedure (including investigation and the right to be accompanied) is always followed.

4.2 Dependency and addiction — a health matter

Alcohol or drug dependency (addiction) is different. We recognise it as a health problem, not simply a discipline problem.

• If you have a dependency, or think you may be developing one, you are strongly encouraged to tell your manager or [HR / the named contact] so we can support you.

• Coming forward voluntarily, before a conduct problem arises, will be treated supportively — we will look at help, time off for treatment (see the [Sickness Absence Policy]), and a route back to work — not as a disciplinary matter in itself.

• Some dependency-related conditions, or underlying medical conditions, may amount to a disability under the Equality Act 2010. Where that is the case we will consider reasonable adjustments and take advice before acting. (Note: addiction to alcohol or to non-prescribed drugs is, by itself, generally excluded from the Act's protection — but associated conditions, or a dependency on prescribed medication, may be covered. We will take advice case by case rather than assume.)

• Support is genuine, but it is not a shield for misconduct. Disclosing a dependency does not excuse dealing on the premises, theft, a serious safety incident, or refusing to engage with agreed support.

The supportive route and the disciplinary route are not mutually exclusive, but we will always consider the health route first where dependency is genuinely the underlying cause.

5. Alcohol on the premises — the pub realities

Working in and around a bar makes alcohol constantly available. These rules exist so everyone knows where the line is.

5.1 Drinking on duty

No alcohol on duty. You may not drink alcohol at any point during your shift, including breaks. This applies until you have clocked off and your duties are finished.

5.2 Staff tabs and drinks on credit

Staff may not drink on credit or run a tab. Anything you have as a paying customer (within permitted licensing hours, and never while on duty) must be paid for at the time, like any other customer.

5.3 Customers buying staff a drink

It is common for a regular to offer to "buy one for the bar". A customer-bought drink may be accepted, but it must not be consumed while you are on shift. Instead:

• The drink is held against a ticket and recorded/marked on the staff-drinks board.

• It is stored in the allocated place kept for this purpose.

• You may consume it within 7 days, in your own time and never while on duty.

• After 7 days the drink expires and is disposed of; it cannot be carried over or accumulated.

This keeps the customer's goodwill without putting alcohol in staff hands on shift.

5.4 Lock-ins and after-hours drinking

No lock-ins. No after-hours drinking on the premises. A "lock-in" — serving or consuming alcohol on the premises after permitted licensing hours — risks breaching the premises licence and the Licensing Act 2003, with consequences for the business and the licence holder personally, and is not permitted. Anyone may have a drink as a paying customer only within permitted licensing hours.

5.5 Always, in every case

• You must remain fit to complete your duties safely — including cash-up, lock-up and getting home.

• You must never drive while over the limit, including driving for work (deliveries, glass-runs, banking).

• Managers may stop any staff drinking arrangement at any time if it is affecting conduct, safety or service.

6. Prescription and over-the-counter medication

Some prescribed or pharmacy medicines (for example strong painkillers, some antihistamines, sedatives, or certain cough/cold remedies) can cause drowsiness, slowed reactions or impaired judgement.

• If you are taking any medication that could affect your ability to work safely, you must tell your manager before starting your shift. You do not have to disclose the underlying medical condition or a diagnosis — only that you may be affected.

• Together we will agree sensible steps — for example avoiding cellar work, machinery, driving, or lone late working for the period concerned.

• This is a safety conversation, handled discreetly and confidentially, not a disciplinary one.

7. Raising concerns

If you believe a colleague is unfit for work, or you have witnessed drug activity on the premises:

• Tell a manager or [HR / the named contact] straight away, discreetly. If there is an immediate safety risk, raise it at once.

• Concerns raised honestly and in good faith will be taken seriously and treated confidentially so far as possible. You will not be penalised for raising a genuine concern.

• A manager who suspects a member of staff is unfit should remove them from safety-critical duties (the bar, the cellar, machinery, driving) while the situation is assessed, and arrange for them to get home safely.

• Suspected drug dealing or possession of illegal drugs on the premises may be reported to the police, consistent with our licensing duties.

8. Testing

CDOCC Limited does not operate any routine or random drug or alcohol testing programme. We rely instead on observation, support and the disciplinary route to manage impairment at work.

Drug and alcohol testing is legally sensitive in the UK. It engages privacy and data-protection rights (UK GDPR — health data is "special category" data), and getting it wrong can itself give rise to claims. Accordingly:

• Testing will only ever be considered with cause — that is, following a specific incident, or where there is reasonable, specific suspicion — and never routinely, randomly, or as a fishing exercise.

• Any such testing would be carried out only with the individual's informed consent, using a competent third party, with a clear written procedure agreed in advance.

• No testing of any kind will be used until it has been signed off legally, and no manager may arrange ad-hoc testing outside an agreed, signed-off procedure.

9. Support and referral

If you are struggling with alcohol or drugs, help is available and asking for it is the right thing to do.

• Speak to your manager or [HR / the named contact] in confidence.

• Talk to your GP, who can refer you to local NHS drug and alcohol services.

• Licensed Trade Charity — free, confidential help and advice for anyone who works (or has worked) in the licensed trade, including a 24/7 helpline and support with health, money and wellbeing. (Confirm current contact details before publishing: [insert current Licensed Trade Charity helpline / website].)

• Drinkaware and Talk to FRANK (national alcohol and drugs information services) — confirm current details before publishing: [insert].

• Free national support such as NHS 111 is also available.

We will, where reasonable, support time off for treatment under the [Sickness Absence Policy].

10. Related policies

• [Disciplinary & Grievance Procedure] — how conduct breaches under this policy are handled.

• [Sickness Absence Policy] — how dependency-related absence and time off for treatment are managed.

• [Health & Safety Policy] — the wider framework this policy supports.

11. Review

This policy will be reviewed at least every two years, or sooner if the law or our operations change.

• Owner: [insert role]
• Version: DRAFT v0.1
• Date: 21/06/2026
• Next review due: [insert date]

Legal review checklist

Before this draft is adopted, the reviewer (HR adviser / employment solicitor) should confirm:

• [ ] All `CDOCC Limited` placeholders and `[role]` / `[named contact]` references completed correctly for each entity adopting the policy.

• [ ] The settled policy positions — no drinking on duty, no staff tabs/drinks on credit, the customer-bought-drink "ticket" rule (held, recorded on the board, stored, consumed within 7 days then disposed of), no lock-ins/after-hours drinking, and no routine or random testing (with-cause only, after legal sign-off) — reviewed for legal soundness and confirmed consistent with each premises licence.

• [ ] Section 4.2 wording on the Equality Act 2010 verified — confirm the current position that addiction per se is excluded, but associated/underlying conditions and prescribed-medication dependency may be covered.

• [ ] Section 2 / 5.3 references to the Licensing Act 2003 objectives and after-hours rules verified against the actual premises licence conditions and permitted hours for each site.

• [ ] Section 2 reference to the Health and Safety at Work etc. Act 1974 duties verified and consistent with the Health & Safety Policy.

• [ ] Testing (section 8) reviewed for proportionality, consent and UK GDPR special-category-data handling; confirm no testing is run without a separately signed-off written procedure.

• [ ] Confirm interaction with the [Disciplinary & Grievance Procedure] (especially gross-misconduct categorisation) and the [Sickness Absence Policy].

• [ ] Data-protection review of any records created (medication disclosures, concerns raised, test results) — lawful basis, retention, access.

• [ ] Whistleblowing / good-faith reporting wording (section 7) checked against the Public Interest Disclosure framework.

• [ ] Support contacts (section 9) — Licensed Trade Charity, Drinkaware, Talk to FRANK and any helpline numbers confirmed current and correct before publication.

• [ ] Confirm consultation requirements (staff/representatives) and how the policy is issued and acknowledged by staff.

• [ ] Confirm whether the policy is contractual or non-contractual, and that wording reflects the intended status.