Workplace Alcohol Policy

What’s involved?

A strong alcohol policy sets clear expectations for employees and helps supervisors apply them fairly. The policy should protect employee safety, promote employee health, improve productivity, and reduce legal risks. It can also be part of a broader substance use policy that includes tobacco, cannabis, illegal drugs and some medications.

Key parts of a comprehensive alcohol policy:

• Purpose statement: State the organization’s commitment to a safe and healthy workplace, position on alcohol use, and who the policy applies to - for example, employees, contractors and volunteers.
• What is not allowed: Clearly define what is not allowed, including when and where. For example, no alcohol use during work hours, breaks, on-call periods, at company events, on workplace property or in company vehicles.
• What happens if rules are broken: Describe what will happen if employees break the policy, including disciplinary actions such as being sent home, suspended or terminated.
• Support for returning to work: Employers must accommodate employees with substance use disorders. This may include adjusting work hours or connecting them to support services. Employees have a duty to disclose any issues affecting their job performance, and employers have a duty to check in if substance use is suspected.
• Privacy: Let employees know that any information they share about alcohol use will be kept confidential and stored securely to protect their privacy.
• Education: Share information about alcohol use, health risks and the purpose of having workplace policies. Share Canada’s Guidance on Alcohol and Health and offer wellness resources on stress management, mental health and healthy living.
• Training for supervisors: Train supervisors to spot signs of impairment, handle incidents appropriately and apply the policy fairly and respectfully,
• Support and resources: Offer employees access to services like Employee Assistance Programs (EAPs), peer support, counseling and healthcare coverage. Small businesses can refer employees to free or low-cost community services.
• Testing (Optional): In safety-sensitive industries, explain when and how alcohol testing may be done. Include criteria for testing and how results will be interpreted. Testing works best when combined with education and support.

Spread the word

• Make the policy easy to find: Give every employee a copy of the policy. Include it in orientation materials, employee handbooks and on your internal website. Post it in break rooms or other common areas where employees will see it.
• Send regular reminders: Keep the policy top of mind by sharing it in newsletters, posters, emails and pamphlets. Provide extra reminders during times when alcohol use may be higher, like the holiday season.
• Keep employees informed: Talk about the policy during safety talks or team check-ins. Offer ongoing education about alcohol’s health risks and the supports available.

Track progress

Track the effectiveness of your alcohol policy. Use the questions and indicators below to monitor how effectively your alcohol policy is being implemented, communicated and supported in your workplace.

For additional support tracking your progress refer to the Healthier Together Workplaces Action and Evaluation Planning Facilitators Guide.