Drink driving incidents are more frequent over the festive period and employers have a significant role to play in ensuring the safety and well-being of their employees by implementing comprehensive policies, providing education and support, and leading by example. The THINK! campaign is a good model for raising awareness about drink driving and highlighting 0% drinks, helping employees stay safe.
Employers should take proactive measures, such as reviewing company policies, offering training sessions, and providing support systems, to effectively manage the risks associated with drink driving.
With the festive season upon us it is crucial for employers to be aware of the implications of drink driving on both employees and the workplace and how to manage such incidents. This is especially important for those working in the Mobility sector.
Under UK law, the legal drink drive limit is 80mg of alcohol per 100ml of blood in England, Wales, and Northern Ireland, and 50mg of alcohol per 100ml of blood in Scotland. From an employment law perspective, employers must be vigilant about the potential consequences of drink driving on their workforce. Here are some key considerations:
- Employee Safety and Well-being: Employers have a duty of care to ensure the safety and well-being of their employees and the public. Encouraging responsible drinking and promoting awareness about the dangers of drink driving can help prevent accidents and injuries, both on and off the job.
- Disciplinary Action: Drink driving can lead to serious legal consequences, including fines, driving bans, and even imprisonment. Employees who are convicted of drink driving may face disciplinary action at work, which could lead to termination of employment. Employers should ensure that their disciplinary policies and procedures clearly outline the repercussions of such offences.
- Impact on Employment: A drink driving conviction can have a significant impact on an employee’s ability to perform their job, especially if their role involves driving. Loss of a driving licence can lead to job loss or reassignment to a different role, which can affect productivity and morale.
- Reputation Management: Companies must also consider the reputational damage that can result from employees being involved in drink driving incidents. Promoting responsible behaviour, at all times not just during the festive season, and supporting campaigns like THINK! can enhance the company’s image as a responsible employer.
Practical Steps for Employers
To effectively manage the risk of drink driving during the festive season, employers should consider the following steps:
- Policy Review: Review and update company policies relating to alcohol (and drugs), as well as guidelines for responsible behaviour at workplace events, to include clear information about the consequences of drink driving and the support available for employees struggling with alcohol-related issues. Policies should outline the legal limits, the consequences of drink driving, and the support available to employees who may have issues with alcohol.
- Education and Training: Provide regular training sessions to educate employees about the dangers of drink driving and the importance of adhering to company policies. This can include workshops, seminars, and distributing educational materials.
- Support Systems: Implement support systems for employees who may struggle with alcohol-related issues. This can include access to counselling services, employee assistance programmes, and confidential helplines.
- Monitoring and Enforcement: Regularly monitor compliance with drink driving policies and take appropriate disciplinary action when necessary. This can involve random alcohol testing and strict enforcement of disciplinary measures for those in breach.
- Raise Awareness: Use internal communication channels to raise awareness about the dangers of drink driving and company policies. This can include emails, newsletters, and posters in common areas.
- Lead by Example: Encourage senior management to lead by example, acting responsibly and adhering to internal policies; promoting safe driving practices.
By taking proactive measures, employers can play a pivotal role in promoting a safe and responsible workplace during the festive period and beyond.
Source: Lexology
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
