1. Purpose

It is the purpose of this policy to ensure that the use of alcohol or drugs by any employee or any other
person(s) associated with DPDgroup UK Ltd ("the Company") does not impair the safe and efficient running
of the business or put at risk the health, safety and wellbeing of its employees, customers, suppliers or
members of the general public.

This policy also supports the Company in its commitment to comply with its legal responsibility in terms of
health and safety and transport legislation and providing a safe working environment.

The Company is aware that in some instances alcohol and drug dependency can be defined as an illness
and therefore actively encourage those employees who are experiencing difficulties with alcohol or drugs to
voluntarily speak to a Manager. In these cases normal sickness absence procedures will apply and
confidentiality is assured.

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2. Definitions

Alcohol – Includes, but is not limited to distilled spirits, liquor, beer, wine, malt liquor, or any other
intoxicants used for beverage or food purposes.

At Work – Includes any period during which an employee is working for the Company and is carrying out
their activities or duties when representing the Company, whether on Company premises or elsewhere on
Company business.

Company Premises – Includes all premises the Company has responsibility for including all Company
vehicles. The term Company Premises also applies to all occasions when an employee is at work.

Dependency – When an employee has adapted physically and/or psychologically to the presence of
alcohol or drugs and would suffer if they were withdrawn abruptly.

Drug – Any psychoactive substance (a drug that has the potential to affect mood, thought process or
perception), available both legally and illegally.

Employee – A directly employed person of the Company or any other person who carries out work for the
Company whether on Company premises or elsewhere on Company business, and includes but is not
limited to contractors, sub-contractors, visitors, ODF’s, ODW’s and agency staff (when applicable to be
known as non-direct employees).

Illegal Drugs – All drugs covered by the Misuse of Drugs Act (1971) and amendments.
Impaired (Alcohol) England, Wales and Northern Ireland Company Premises – In terms of this policy,
an employee whose Breath Alcohol Concentration exceeds 35mcg per 100ml, (the Company and legal
driving limit for alcohol), is deemed to be impaired due to the use of alcohol and therefore in breach of this
policy.

Impaired (Alcohol) Scotland Company Premises – In terms of this policy, an employee whose Breath
Alcohol Concentration exceeds 22mcg per 100ml (the Company and legal driving limit for alcohol), is
deemed to be impaired due to the use of alcohol and therefore in breach of this policy.

Impaired (Drugs) – In terms of this policy, an employee proven to have consumed illegal drugs or misused
any other drug, is deemed to be impaired due to the use of drugs and therefore in breach of this policy.

Misuse – Applies to using drugs in an unsanctioned way. For example, any illegal drug use, or using drugs
for non-medical purposes without proper direction to do so from an appropriately qualified person such as a
medical practitioner or pharmacist. It also applies to using any drug in a way that is harmful/hazardous to
the employee or to others and which is likely to distort perception and response.

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To safeguard the health and safety of all employees, and others with whom they come into contact and to
maintain the efficient and effective operation of the Company, the following rules will be strictly enforced.
 

Employees must not:

● Report or try to report on Company premises whilst impaired due to the use of alcohol or drugs (legal
or illegal).
● Consume alcohol or illegal drugs or misuse any drug whilst on Company premises, or whilst
representing the Company unless such consumption has been authorised by a Line Manager.
● Be in possession of, attempt to sell, distribute or supply alcohol or any drug which contravenes the
Misuse of Drugs Act 1971; the Psychoactive Substances Act 2016; and the Medicines Act 1968,
whilst on Company premises, or whilst representing the Company. Any contravention of this, without
exception, will be reported to the police.

A breach of these rules is a very serious matter and the Company will take disciplinary action in the event
of any breach under the Company’s disciplinary procedures, which may include summary dismissal. For
non-direct employees, they will be referred to their own employer.

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3. Responsibility

All employees have a responsibility to comply with this policy.

 

Managers need to:

● Ensure that the health and safety of those employees under their management or supervision is not
endangered due to the use of alcohol or drugs at work.
● Ensure that this policy is applied appropriately and when necessary take appropriate action if an
employee is displaying signs of impairment due to the use of alcohol or drugs; in the event of a
suspected breach of this policy; or as part of an accident/incident investigation.
● Refer to the People and Talent Department an employee who declares that they may have an alcohol
or drug dependency; or when they have a concern regarding an employee’s possible dependency.

Employees
● Have a duty of care not only for their own health and safety, but the health and safety of others who
may be affected by their acts or omissions.
● Should familiarise themselves with this policy and the implications arising from a breach of this policy.
● Should recognise that prescribed and over-the-counter medicines may cause impairment to their
safety and performance at work. It is therefore an employee’s responsibility to seek advice from their
medical practitioner or pharmacist on any medicines they are taking. They should inform their
Manager or the People and Talent Department of any possible side effects of their medication that
could impair them at work. Any medical information will be treated in strictest confidence.

● Must be aware of their responsibility that when they have or are developing an alcohol or drug
dependency they must come forward and seek assistance at the earliest possible opportunity.
Employees should contact their Line Manager or the People and Talent Department.
● Must be aware of their responsibility that when they have a genuine concern about another employee
in relation to alcohol or drug impairment, misuse or dependency, they must take their concerns to
their Line Manager or the People and Talent Department immediately, where such concerns will be
taken seriously. It is appreciated that it can sometimes be difficult to raise such matters directly and
therefore DPDgroup UK Ltd has partnered with Safecall, an independent provider of outsourced
Whistleblowing Services. The service can be reached free of charge and is available 24 hours a day,
365 days a year. Concerns can be reported by Telephone on 0800 0665818 or via a dedicated portal
www.safecall.co.uk/report (for further information please refer to the Whistleblowing Policy).
● Should be aware that it is a criminal offence for certain safety related tasks to be undertaken whilst
being impaired as a result of drugs or alcohol, i.e. The Road Traffic Act 1988 makes it illegal for a
person to drive or attempt to drive a motor vehicle while unfit to drive through the use of drugs or
alcohol.
● Must be aware of their responsibility to notify their Line Manager if they are ever found to be impaired
by the misuse of alcohol or drugs, or in possession of controlled substances by the Police.

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4. Discipline

When the rules of this policy are breached and following a disciplinary investigation, summary dismissal
may result on the grounds of gross-misconduct under the Company’s disciplinary procedure. Employees
should refer to the Company’s disciplinary procedure for information.

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5. Alcohol and Drug Dependancy - Help & Support

The Company will endeavour to ensure that advice and appropriate help are made available to any
employee who feels they have or are developing a dependency problem relating to alcohol or drugs and
seeks help from the Company. In these cases normal sickness absence procedures will apply.

If the employee does not follow any agreed treatment recommended by medical professionals or it is
ineffective and occurs concurrently with lapses in the employee’s performance, conduct or attendance then
they will be dealt with in accordance with the Company’s normal disciplinary or sickness procedure as
appropriate. Where necessary the employee may be subject to regular testing.

An employee’s alcohol or drug dependency problem will be kept confidential. Only those people directly
involved will be made aware.

However, where an employee with a dependency to alcohol or drugs only declares they have a
dependency when a serious misconduct issue has arisen, before a test takes place or where they have
proven to be in breach of this policy they will be subject to the same disciplinary procedures as any other
employee who breaches this policy. Following a disciplinary investigation, summary dismissal may result
on the grounds of gross-misconduct under the Company’s disciplinary procedure.

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6. Alcohol & Drug Testing

The Company will carry out alcohol and drug testing in the following circumstances:
1. For-Cause – When it is suspected that an employee is in breach of this policy or when it is
suspected that an employee is impaired due to the use of alcohol or drugs, testing may be carried
out as part of an assessment process.
2. Accident/Incident – As part of an accident/incident investigation, testing may be carried out on
those employees involved, when possible, to determine whether or not alcohol or drugs may have
been a contributory factor. In these circumstances an employee will be required to provide a urine
sample for the purposes of the drug test.
3. Random – Any employee may be randomly selected and tested for alcohol and drugs throughout
the course of their employment.
The method of selection for random testing will either be conducted at depot or department level or
by the Company’s appointed alcohol and drug testing provider. ODF and ODW Drivers will be listed
separately and selected accordingly.

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7. Refusal to Consent or Comply with Alcohol & Drug Testing

Should an employee refuse:
● To consent to a test
● To comply with the testing procedure
● To provide a sample for testing
● To allow a non-negative result to be forwarded for laboratory analysis
The Company will consider this as a refusal to carry out a reasonable request, which constitutes an act
of gross misconduct and as such will be dealt with through the Company disciplinary procedure.
A refusal by a non-direct employee to consent or provide a sample for testing will result in the individual
being removed from the Company premises. Their employer will be notified of this decision.

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8. Auditing

Audits will be conducted to ensure compliance with this Policy, as follows:

DPD Depots  -  Will be conducted as part of of the Transport Audit

Central Departments  -  Will be conducted by the Quality Audit Team

Credit & Billing  -  Will be conducted by the Quality Audit Team

Hub  -  Will be conducted by the Quality Audit Team

Linehaul  -  Will be conducted as part of the Transport Audit

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9. The Alcohol Testing Procedure

Appendices 2A Protocols for Alcohol Testing Lion 500/Lion 700 Alcolmeter and 2B Alcohol Test and
Consent Form Lion 500/Lion 700 Alcolmeter are required when carrying out an alcohol test.
The test will be performed by a nominated Company Tester and will comprise of a breath sample collection
using a calibrated digital alcolmeter, similar to those employed by the police.
The procedure for the administration of this test is as follows:
The employee will be removed from their duties and accompanied to a private area/room to wait until the
nominated Company Tester attends to carry out the test.
Before the employee consents to the test, they will be asked to read an information sheet detailing the
testing procedure including:
● The implication of a refusal to consent to the test
● Failure to comply with the testing procedure
● A positive test result.

Should the employee refuse to consent to the test, the testing procedure will end and the employee will be
suspended pending a disciplinary investigation.

For a non-direct employee, they will be removed from Company premises and their employer will be
notified.

When the employee consents to the test, they will be asked to confirm that they have been nil by mouth
and not smoked in the 15 minutes before they provide a breath sample.

If the test result is above zero, whether over or under the Company limit of 35mcg/100ml breath alcohol
concentration in England, Wales or Northern Ireland or 22mcg/100ml breath alcohol concentration in
Scotland, a further test will be carried out at least 20 minutes later to validate the first test result.

If the second test result is over the Company limit of 35mcg/100ml breath alcohol concentration in England,
Wales or Northern Ireland or 22mcg/100ml breath alcohol concentration in Scotland and therefore confirms
the first test result, this will be deemed by the Company as a positive test result for alcohol and the
employee will be suspended and removed from Company premises pending a disciplinary investigation.

For a non-direct employee, they will be removed from Company premises and their employer will be
notified.

Any individual found to be over the legal driving limit will be asked to hand over their vehicle keys to a
member of the management team and asked not to drive. Should they refuse to do so and choose to leave
site in their vehicle, the Police will be notified.

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Further detail on the interpretation of Alcohol and Drug Testing is available on request.

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