A supportive drug and alcohol policy for the UK Thoroughbred Horseracing and Breeding Industry has been drawn up after consultation, between the National Trainers Federation (NTF), the National Association of Stable Staff (NASS), and the Thoroughbred Breeders’ Association (TBA), and has the full support of each organisation. Its operation and effectiveness will be kept under review.

The NTF, NASS and TBA believe that it is in everyone’s interest to have a safe working environment. The misuse and abuse of alcohol, drugs and other substances can affect health, attendance, performance and relationships at work, and the safety and welfare of people and horses.

This policy aims to:

Under the Health and Safety at Work Act 1974 the employer is required to protect the health safety and welfare at work of their employees. Failure to do so could leave the employer liable to criminal or civil proceedings.

It also requires employees to take reasonable care of themselves and others who could be affected by what they do. Employers too, could be liable to a charge if their misuse of substances puts safety at risk.

The policy agreed between the NTF, NASS and TBA is that the working environment within thoroughbred horseracing yards and studs should be free from the influence of drugs, alcohol or other substances.

For those reasons, the following guidelines are recommended:

No member of staff shall report or try to report for work when unfit due to alcohol, drugs (whether illegal or not) or substance misuse, nor be in possession of alcohol or illegal drugs in the workplace or in any work vehicle.

No employee shall consume alcohol or illegal drugs or misuse other substances whilst at work.

Any breach of these rules is a serious matter and in the event of a breach the employer may take disciplinary action (see below) which may include dismissal.

Whether any employee is fit for work is a matter for the reasonable opinion of the employer, trainer or other senior management.

Staff who take prescription drugs should check their effects with their doctor and not work if unfit to do so. Employees must inform their employer if they are bringing prescription drugs into work premises and/or when taking prescription drugs which may affect or impair their performance.

Employees who decide not to engage with appropriate support and treatment options, or who discontinue support and treatment before its satisfactory completion, may be subject to the normal disciplinary procedure. Employers are reminded of the procedures required for a lawful dismissal and to seek advice if uncertain.

The employer will endeavour to make available advice and specialist help to any employee who feels they have a problem with alcohol, drug and substance misuse. Employees who feel they have a problem are encouraged to seek assistance through their employer or one of the specialist organisations listed below.  The employer will treat any matter confidentially.

If the employee is committed to engage in addiction support or treatment through the support of the employer, both employee and employer agree to the following provisions.

The employee may continue to attend work if appropriate, or if unfit to do so should take sick leave with the employee’s doctor confirming the employee is unfit to work. The employer’s normal sick pay provisions will apply. The employer reserves the right to request that an employee be referred to a doctor appointed by the employer or the employee’s own doctor, for a medical opinion.

Where in the employer’s reasonable opinion following a risk assessment, there may be a risk to the employee, work colleagues, others, horses or property the employee may be re-assigned to appropriate duties for the duration of the treatment.

If the employee discontinues the treatment, or the treatment is not effective, then the employer may reinstate their usual disciplinary procedures for any underperformance, poor conduct or poor attendance which may include earlier events where disciplinary procedures have been suspended.

If an employee has concerns about a colleague that he or she believes may be misusing drugs, alcohol or substances, the employee is encouraged to notify their employer. If a false accusation is made in bad faith the employee may be subject to appropriate disciplinary action.

Should the NTF, NASS or TBA wish to terminate this agreement they shall do so by giving three months notice in writing to the other, and any alteration to be by agreement between the parties.

Click here to download a printable copy of the National Drug and Alcohol Policy.