Workplace Drugs & Alcohol Testing

Drug and alcohol misuse at work can increase accidents, absenteeism, errors, customer complaints and the amount of time HR teams spend managing performance and disciplinary issues. A well-run testing programme—supported by a clear policy—helps protect your people and your business.

YPC Health provides workplace drug and alcohol testing for UK employers, including pre-employment, random/compliance, for-cause (reasonable suspicion) and post-incident testing. We can attend site, work around shift patterns, and support one-off requirements or ongoing contracts.

When should an employer consider testing?

We commonly support businesses with:

Pre-employment testing – reduce risk at hiring stage and support safer onboarding
Random / compliance testing – deterrent programmes (often used in safety-critical roles)
For-cause / reasonable suspicion testing – when there are documented concerns about impairment
Post-incident testing – after an accident, near miss, or serious safety breach

HSE notes that screening/testing may be appropriate in safety-critical jobs, and that it should sit within an overall health and safety approach

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Testing options: alcohol and drugs

Alcohol testing (breathalysers)

Breath alcohol testing is quick, non-invasive and ideal for workplace checks. We use professional devices and a consistent process so results can be used confidently within your HR procedures.

For context, the UK Home Office publishes the list of approved evidential breath alcohol analysis instruments - which our equipment meets this standard.

Drug testing (urine, saliva, hair and blood)

We’ll advise on the right method based on role risk, what you need to evidence, and practicalities:

Urine testing (most common workplace option) – practical, widely used, strong screening method
Saliva/oral fluid swabs – fast and less intrusive; often used for on-the-spot screening
Hair testing – longer detection window; commonly used in pre-employment or investigations
Blood testing – more invasive; used in specific clinical/forensic circumstances

Important: most workplace point-of-care drug tests are screening tests. If a result is “non-negative”, we can arrange confirmatory laboratory testing before any decisions are made—this is the defensible route if a case progresses to a formal HR process.

Why employers implement drug & alcohol testing

Reduce absence and disruption

HSE estimates alcohol contributes to 3–5% of all absences from work—around 8 to 14 million lost working days per year in the UK.

Improve safety and protect your organisation

Routine or targeted testing can reduce the chance of impairment going undetected—helping lower the risk of accidents, investigation time, operational downtime, reputational harm, and costly recruitment churn.

Support quality of work and performance

Pre-employment screening can help reduce the risk of bringing avoidable problems into the business, while random/compliance testing can act as a deterrent in higher-risk environments.

Policy first: protect your business (and keep things fair)

Testing should sit within a clear Drug & Alcohol Policy. HSE advises employees must consent to screening for practical and legal reasons, and that testing should be properly managed so results are reliable.
CIPD similarly recommends having a clear policy and approaching substance misuse as part of a wider wellbeing and people-management approach.

If you need it, we can help with drug & alcohol policy writing, including:

when testing applies (pre-employment, random, for-cause, post-incident)
manager guidance and documentation steps
consent, confidentiality, and fair process

How booking works

One-off or contracted cover—you can book with us as needed, or put a contract

in place for faster call-outs and multi-site support.

Tell us your scenario (pre-employment, random, for-cause, post-incident)
We agree the method and process
We attend site and complete testing with the right paperwork
Any non-negative drug screens proceed to lab confirmation if required
You receive clear reporting to support your HR process

Talk to us before an issue becomes a problem.
Contact YPC Health today to book workplace drug and alcohol testing or to discuss an ongoing testing programme.

Call: 0113 531 4947
Email: info@ypchealth.co.uk

FAQs

1) Is workplace drug and alcohol testing allowed in the UK?

It can be, but it needs to be done properly: clear policy, fair process, and employee consent in practice. HSE specifically notes consent and proper procedures matter.

2) Do we need a Drug & Alcohol Policy before testing?

Strongly recommended. It reduces disputes, keeps decisions consistent, and helps ensure testing supports health & safety rather than creating HR/legal risk.

3) What’s the difference between random, for-cause and post-incident testing?

Random/compliance: deterrent checks, often in safety-critical roles
For-cause: documented concerns about impairment
Post-incident: after accidents/near misses to support investigation

4) Which test should we use: urine, saliva, hair, or blood?

It depends on what you need to evidence (recent use vs longer history), the role risk level, and practicality on site. We’ll recommend the most appropriate option.

5) What does “non-negative” mean?

It’s a screening result that indicates a substance may be present. It is not the same as a confirmed positive—confirmatory lab testing is the defensible next step before action.

6) When and where can you attend our site?

We offer our services all over the UK and can cover multiple shift patterns including days, nights and weekends

7) Can results be used in a disciplinary or tribunal?

A properly documented process (policy + consent + correct procedure + lab confirmation where needed) is what makes results far more defensible. HSE stresses testing must be carried out properly to ensure accuracy and prevent tampering/contamination.

8) Can we just buy our own breathalyser/drug tests online and do it ourselves?

DIY workplace drug and alcohol testing carries significant risk. Internal testing often lacks a fully defensible process, including up-to-date training, policy alignment, consent handling, clear documentation, secure sample integrity and chain of custody, and access to confirmatory laboratory testing. As an independent external provider, our clinicians receive regular refresher and update training and operate with no prior knowledge of your employees. This independence reduces the risk of bias and helps avoid additional issues such as allegations of bullying, harassment, or unfair treatment. Using a professional provider ensures a consistent, impartial, and legally safer approach—making results far less likely to be successfully challenged in grievances or tribunal.