Alcohol and drug misuse, including next-day impairment, poses serious risks across hospitality, logistics, retail, and manufacturing. From licence holders to warehouse managers, understanding your responsibilities and implementing robust policies is critical to protecting your team, your reputation, and your legal standing. This blog outlines practical steps to manage substance-related risks at work, with a focus on morning-after impairment – a commonly overlooked threat.
Who’s Most at Risk (And Why It Matters)
Workplace impairment affects licensed venues, logistics and transport teams, facilities and manufacturing sites, and event organisers. Whether you’re overseeing a pub or managing a warehouse, your duty of care includes recognising and responding to impairment – even when it’s the morning after.
“We often see policies that mention drugs and alcohol in the workplace but fail to address another common risk: next-day impairment. It’s not aimed at catching people out – it’s about creating the kind of workplace where someone feels safe to say, ‘I’m not fit to drive or “I should not operate this machine this morning.” That’s when your policy becomes a living working document.”
Rod Heyward, Head of Consultancy, Shield Safety
Ignoring “the morning after” could cost your licence, your reputation, your team’s safety or even someone’s life
Before: Proactive Prevention Starts with Policy
Refresh your drugs and alcohol policy to include guidance on morning-after effects, side effects of prescription and over-the-counter medications, party season risks, and clear reporting and support procedures. Annual reviews and employee briefings should be standard.
Train your managers to spot signs of impairment, handle disclosures, escalate concerns appropriately, and understand licensing and HSE responsibilities. Use e-learning with assessments and in-person refreshers.
Track incidents and patterns using a central dashboard. Log refusals, suspected impairment, and near misses to identify trends and inform training.
During: Managing Risk in Real Time
now the riskier times. Fatal drink-driving collisions spike between 6 p.m. and 6 a.m. on weekends, especially in summer. Licensed venues face increased scrutiny during festivals – now is the time to reinforce Challenge 25 and intoxication protocols.
Build a gold-standard service culture by implementing Challenge 25, displaying zero-tolerance signage, training staff on refusal protocols, promoting Ask for Angela, and using digital ID tools. Failure to act can mean licence review, fines, or closure.
After: The Morning-After Reality Check
At 7 a.m., your team leader may feel fine but still be impaired. Alcohol leaves the body at roughly one unit per hour. Four pints of beer equals nine units, which means nine hours of processing time. Add dehydration, grogginess, and slowed reaction times, and the risk becomes real.
Common myths include “sleeping it off” or assuming hangovers are harmless. In reality, cognitive function remains impaired, and early checks are far less costly than a single conviction.
Signs of impairment include slurred speech, unsteady gait, micro-sleeps, mood swings, strong mints masking alcohol, and difficulty concentrating.
Action Checklist for Employers
Stagger start times to allow a minimum 12-hour dry window post-event. Display self-assessment posters to reinforce the one-unit-per-hour rule. Conduct random screening post-incident or “for cause.” Provide supervisors with a clear flowchart: Observe > Verify > Escalate > Refer.
Prescription Medications Can Impair Too
Even legal medications can affect performance. Antihistamines may cause drowsiness for up to 12 hours. Codeine can lead to dizziness and sedation. Benzodiazepines may cause confusion and fatigue. Cannabis-based medicines slow reaction times. Encourage staff to disclose any medication that may impair them.
FAQs: Workplace Impairment and Safety
What’s the legal alcohol limit for work?
There’s no universal workplace limit – employers must assess fitness to work.
Can prescription drugs cause impairment?
Yes. Always check side effects and consult occupational health.
What’s the best way to test for impairment?
Saliva testing post-incident or randomly, in line with HR policy.
Do I need a separate policy for festivals or party season?
No – but your existing policy should cover increased risk scenarios.
What’s the one-unit-per-hour rule?
Your body processes roughly one unit of alcohol per hour. Plan accordingly.
Can I be held liable for an employee’s actions while impaired?
Yes. Employers can face prosecution, licence suspension, and reputational damage.
What’s “Ask for Angela”?
A safety initiative allowing customers to discreetly seek help in licensed venues.
How often should staff be trained?
Annually, with refreshers and incident-led updates.
What’s the best way to spot morning-after impairment?
Look for slowed speech, poor coordination, and unusual behaviour.
Can I refuse work to someone who’s impaired?
Yes – if it’s safety-critical and supported by policy.
Conclusion: Protect Your Team, Your Licence, and Your Reputation
Workplace impairment isn’t just a Friday night issue – it’s a Monday morning risk. By embedding robust policies, training, and proactive checks, you protect your people and your business.
What’s your biggest challenge in managing workplace impairment?
Drop a comment or share this post with your team.
At Shield Safety, we help hospitality businesses stay safe, informed, and ready for anything.
From everyday operations to unexpected challenges, our expert support keeps you one step ahead. Contact us here to find out how we can support your business.
