HR Expert: How to deal with an employee potentially under the influence from the night before
Our client had their Christmas party last night, with a free bar and entertainment. It was planned for a Friday as they have a separate weekend shift, who had their own event mid-week, so there was no need for anyone to attend work early the next day. However, the weekend manager came in at 6 am today and found that a driver fell putting up her Christmas lights, and badly sprained her ankle. As she cannot drive, they called in another driver, who normally works in the week. The manager is now reporting that he was acting a bit funny and smelt strongly of alcohol. We know that the driver was at the party last night, and by all accounts made the most of the free bar. What should I tell my client to do?

According to the Drinkaware campaign, whether it is safe to drive after a night of drinking depends on a range of factors. Whilst we cannot say for sure that the driver is under the influence this morning, that is possible. As such, your client should investigate this as soon as possible.

It may not be safe for him to drive back to the depot. Instead, he will need to be collected and brough back to start the investigatory process. If it is in accordance with any relevant policies, now would be a good time to hold an investigation meeting. Questions such as how he is feeling, is he OK to drive, and when did he stop drinking last night, will all be appropriate.

Your client can ask him to take a breathalyser test (if part of their alcohol and drug use policy, but if not, they could ask for permission). He may need a lift home, as he cannot continue working if the suspicions remain and he will probably be suspended. The manager should make a note of the meeting, and of what he has seen, recording any smells (if alcohol related), if his speech was slurred or any changes of behaviour.

Your client should check their disciplinary policy, and any alcohol and drugs policy, to see if they deal with this, and if the driver has had a copy? Can they be confident he has read and understood them? This will be important should progress to disciplinary, as it will need to be shown that he was aware of company rules.

Ultimately, following a fair and thorough investigation, and depending on policy wording and any other relevant circumstances, the outcome may be gross misconduct. As such, they should be thorough at every stage, record what has been said and make sure to follow the ACAS code of practice and their internal procedures.


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