01 Organisatorische aspecten
 >  Alcohol and drug use policy
Water is healthy.
Alcohol is harmful.
Discussion > Discuss this with your colleagues!

Discuss the following topics with each other:

  1. When I have quite a few drinks the night before, I never feel any adverse effects the next day.
  2. I refuse to discuss anything with a colleague when I suspect he uses alcohol at work.

During this Toolbox meeting we will focus on Heijmans’s alcohol, drug and medicine use policy. You are not permitted to use or possess alcohol or drugs at work. 

Drinking too much or too often can cause problems. Alcohol and/or drug use can have very serious consequences at home, in traffic and at work. Problem drinkers and drug users have a higher work absenteeism rate and are at increased risk of being involved in a work or non-work related accident. The work’s quality and productivity decline. The alcohol and drug use policy also includes the use of medicines other than prescribed in consultation with or by a doctor.

The following are possible signs that may indicate that someone is using alcohol or drugs at work:

• Excessive perspiration;
• Smell of alcohol or drugs;
• Much higher absenteeism rate;
• Loss of ability to concentrate;
• Making errors and/or producing inferior quality;
• Disrupted relationships with colleagues.

Risks > What can happen?
  • Working unsafely;
  • Chance of accidents;
  • Injury;
  • Reduced reaction and concentration capacity;
  • Making errors and/or producing inferior quality;
  • Much higher absenteeism rate.
Measures > What you must do

What can you do yourself?

  • In general, pay attention to unusual behaviour on the part of your colleagues;
  • Do not passively stay on the side lines when you suspect abuse;
  • Engage a person who is using alcohol or drugs in discussion;
  • Discuss the situation with your supervisor;
  • In serious cases, the supervisor must inform the company doctor.

Heijmans’s alcohol and drug use policy

During working hours and anywhere within Heijmans’s offices and premises it is prohibited to:

  • Be in the possession of or use drugs;
  • Consume alcohol (unless management specifically granted permission to do so);
  • Consume alcoholic drinks, drugs and medicines in company vehicles. This is prohibited for drivers as well as passengers.

Be aware of the possible side effects of medicines:

  • Always read the medication leaflet enclosed with the medicines, which contains information about side effects; 
  • Inform your supervisor when you are using medicines that can affect performance. This also includes medicines that can affect consciousness, or driving or other skills.


If there is a suspicion that someone is under the influence of alcohol and/or drugs and/or is a frequent user, management, if necessary together with the HR manager, must discuss the situation with the relevant party. The following topics are addressed during this meeting:

  • Enumerate the applicable observations. Support this with details about work performance, absenteeism, incidents, etc. 
  • Ask whether the employee acknowledges/recognizes this. 
  • Convince the affected party that his/her performance must be improved and/or that safety is being compromised.

If there is no improvement relating to alcohol, drug or medicine use, the following measures can be taken: 

  • Written warning; 
  • Suspension;
  • Termination of employment.

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