Drug and alcohol risks during the World Cup
The World Cup is one of the most anticipated sporting events globally, bringing weeks of excitement, celebrations and social gatherings. For employers, particularly those operating in safety-critical industries, the tournament can also present additional challenges around drug and alcohol misuse in the workplace.
A study led by Imperial College London for the Home Office found that drug use increased during England's matches in the previous World Cup, while alcohol consumption is also known to rise significantly during major sporting events.
This blog examines why events such as the World Cup can create additional workplace risks and outlines the practical measures employers can take to maintain safety and compliance throughout the tournament and beyond.
Why major sporting events affect the workplace
Research estimates that England fans could consume an additional 55 million pints during the World Cup, significantly increasing the likelihood of employees attending work under the influence of alcohol or still experiencing the effects of drinking the night before.
The Imperial College London study for the Home Office also found increases in the use of recreational drugs, including cocaine, ketamine and MDMA, during England matches.
While most employees will enjoy the tournament responsibly, even mild impairment can affect concentration, judgement and reaction times. In safety-critical sectors such rail, construction, transport and logistics, manufacturing, and energy and utilities, this can increase the risk of accidents, near misses and operational disruption, with alcohol and drugs estimated to contribute to around 40% of industrial accidents.
The impact is not limited to safety. Workplace hangovers are estimated to cost the UK economy up to £1.4 billion each year, while productivity losses associated with alcohol-related impairment exceed £7 billion. For employers operating in high-risk environments, maintaining a safe and compliant workplace during major sporting events requires proactive management rather than reacting when problems arise.
The legal and safety imperative
Under the Health and Safety at Work Act 1974, employers have a duty to ensure the health, safety and welfare of all employees. The Management of Health and Safety at Work Regulations 1999 further require employers to assess risks in the workplace - including those arising from impairment.
For some industries, the legal requirements are even stricter. The Transport and Works Act 1992 makes it a criminal offence for workers operating trains, aircraft, vessels, and related safety-critical functions, to be unfit through drink or drugs while on duty. If an employee causes or contributes to an accident while impaired and you had no policy in place, your exposure as an employer - legally, financially and reputationally - could be severe.
Why employers need a structured drug and alcohol testing policy
A robust drug and alcohol testing regime is essential for managing workplace safety during events like the World Cup. But why is a structured approach so important?
1. Clear expectations reduce uncertainty
Employees need to understand when testing may take place, whether through pre-employment, random, for-cause, or post-incident testing programmes. The policy should also outline the cut-off levels used to determine results, helping to ensure transparency and consistency.
2. Consistency protects against legal challenge
Research shows that 83% of workers support corporate drug and alcohol policies, with 71% backing testing for all staff members. However, policies must be applied consistently to avoid discrimination grievances.
3. Early intervention saves lives and livelihoods
Drug or alcohol addiction or misuse is a health issue, and employees with problems have the same rights to confidentiality and support as they would with any other medical condition. Disciplinary action should be a last resort, and many people with substance issues can regain control with appropriate support.
How occupational health providers can support employers during events like the World Cup
At Express Medicals, we understand the increased risks major sporting events can create for safety-critical employers. Our comprehensive drug and alcohol services help organisations across rail, construction, manufacturing, energy and utilities, and transport, manage these risks effectively, and in line with regulatory requirements. Our services include:
1. Point-of-care testing (POCT)
Provides a rapid screening solution that allows employers to test employees at the point of collection and receive results within minutes. This makes it particularly effective for pre-employment, random, for-cause and post-incident testing programmes, where timely decision-making is essential. By identifying potential drug or alcohol misuse quickly, employers can remove immediate risks from the workplace while maintaining a safer and more compliant working environment.
2. Policy consultation and development
This ensures your drug and alcohol policy leaves no room for uncertainty. We work with you to establish clear definitions of what constitutes being "under the influence" and outline the consequences of policy breaches - including that it may constitute gross misconduct.
3. Training for managers and supervisors
Training on how to identify and appropriately approach employees who may be under the influence is crucial. Our drug and alcohol testing training equips your team with the skills to handle situations confidently and compassionately.
4. 24/7, 365-day collection
Round the clock collection services with digital systems capturing all testing data ensures a professional, efficient process. All procedures follow strict chain of custody protocols, ensuring reliable, legally defensible results that align with the relevant industry standards.
Frequently asked questions
Can employers administer breathalyser tests if they suspect an employee is under the influence?
Yes, if there is a reasonable suspicion of impairment or changes in behaviour, employers may require a ‘for-cause’ test and prevent the employee from working if they are under the influence or refuse to cooperate.
What should an employer do if an employee arrives unfit for work?
Remove the employee from the workplace calmly and privately, arrange safe transport home, document everything, and follow your disciplinary procedure - investigation first, then decision.
Should drug and alcohol tests be administered after a workplace incident?
In any safety-critical role or workplace, ‘post-incident’ testing should always take place following any workplace incident or near miss, ensuring a clear and compliant investigation process.
Is drug and alcohol testing lawful in all workplaces?
Testing is proportionate and lawful in safety-critical environments. In lower-risk office environments, it is harder to justify and could constitute an unlawful intrusion if not carefully handled or part of company policy.
Can an employer dismiss an employee for substance misuse?
Yes, but a court may find a dismissal unfair if no attempt has been made to help an employee whose work problems are related to substance misuse. Disciplinary action should be a last resort.
Conclusion
While the World Cup is a time of celebration, it can also increase the risk of drug and alcohol misuse. Clear policies and effective testing procedures help employers maintain workplace safety and compliance throughout the tournament.
Don't wait until kick-off to prepare. Get in touch with Express Medicals today and see how we can help keep your people safe and your business compliant, not just during the World Cup, but all year round.
Sources
2. British Beer and Pub Association
3. Institute of Alcohol Studies: Hangovers cost the UK up to £1.4bn a year
4. British Safety Council: Preventing drug and alcohol misuse through workplace testing
