How do you deal with an employee under the influence?
William Jenkins
Updated on January 14, 2026
If you suspect an employee is under the influence at work, here are a few steps you can take:
- Know the Laws.
- Avoid Making Accusations.
- Refer to Your Company Policy.
- Be Prepared to Make Accommodations if Necessary.
- Common Signs of Employee Alcohol or Drug Use.
- Employee Drug and Alcohol Testing in Renton, WA.
How do you prove an employee is drunk?
The only way to be certain that a worker is drunk is to have the worker take a blood alcohol test, a breathalyzer or some similar test, Shea said. An employer should not request or require an alcohol test unless there is “reasonable cause,” Shea said.
How do you prove someone is drinking at work?
‘ ” The only way to be certain that a worker is drunk is to have the worker take a blood alcohol test, a breathalyzer or some similar test, Shea said. An employer should not request or require an alcohol test unless there is “reasonable cause,” Shea said.
What happens if an employee is under the influence of alcohol?
Employees working with machinery or driving a vehicle, who are under the influence of alcohol, hold a high risk for the employer, themselves and their colleagues. It is the employer’s responsibility to create a safe working environment for all employees and must therefore always act in accordance with the disciplinary code.
When do employers face liability for serving alcohol?
When Do Employers Face Liability for Serving Alcohol? If an employer serves alcohol at a company party, it may be liable for damages caused by its drunken employees under social host laws.
Can a company fire an employee for drinking alcohol?
In this case the employee had not caused any damage to property while driving the company vehicle. However, his speech had been slurred and he had been tested for alcohol consumption by a client where he was supposed to have been delivering goods.
When can an employer be found liable for an…?
This cause arises when an individual asserts that the employer failed to take reasonable care in hiring an employee or in retaining the employee after learning that the employee posed a certain danger to others.
