When meeting with a new or potential client, I usually begin the conversation with a simple open-ended question: “How are you addressing substance use in your workplace?” The common response is: “We have a Drug & Alcohol Policy.”

I often follow that initial response with “Tell me about your Drug & Alcohol Program.” That request frequently changes the discussion.

A Policy and a Program are Not the Same Thing

The terms policy and program are often used interchangeably, but they are not the same.

A policy is a document that is an essential part of addressing workplace substance use. It establishes the employer’s priorities, outlines responsibilities, and provides the framework for decision-making. Without a policy, it is difficult to consistently communicate expectations or demonstrate due diligence.

If your policy is only about testing and you truly want a healthy and safe workplace, it will not achieve those goals.

A program is broader. It encompasses everything that supports the policy, including processes and outcomes, and helps everyone understand what happens, when it happens, and how it is managed.

Thinking about it in this way may be helpful: the policy establishes what the employer expects, while the program addresses how those expectations are implemented and sustained.

Although closely connected, they serve different purposes.

Why the Distinction Matters

This may sound like a matter of terminology or a technicality, but in practice, it changes the questions employers ask.

When the conversation focuses only on the policy, attention often turns to whether the document has been reviewed recently, whether it reflects current legislation and recent trends, and whether the wording needs to be updated.

Those are important considerations. However, when the conversation shifts to the program, new questions emerge.

• How are employees made aware of the policy? Do they understand it?
• How do supervisors know their responsibilities and how they are applied?
• What processes, including testing, support the policy? Are they current?
• How are expectations reinforced over time?
• What happens when concerns arise?

These questions move beyond the document itself and begin exploring how the employer supports workplace health and safety in practice.

Looking Beyond the Document

Over the years, I have found that many employers have invested significant effort in developing a Drug & Alcohol Policy. Often, the policy itself is well written and reflects the employer’s intentions.

The next step is understanding how that policy functions within the workplace.

A policy that sits on a shelf or is only discussed during orientation or onboarding cannot, by itself, create consistency, build understanding, or support decision-making. Those outcomes depend on the broader framework that surrounds them.

That framework is the program. Recognizing this distinction helps employers move beyond asking, “Do we have a policy?” to asking a more meaningful question:

“Do we have the systems, processes, education, and support in place to ensure our policy works as intended?”

Changing the Conversation

For health and safety professionals, HR teams, operations managers, and senior leaders, this distinction can also help shape conversations within the workplace.

Rather than discussing the policy solely as a disciplinary tool, the conversation shifts toward fostering health and safety. That shift in perspective often leads to more productive discussions about workplace expectations, implementation, accountability, and continuous improvement.

It also provides a stronger foundation for evaluating whether the employer’s overall approach continues to meet its operational needs and workplace realities.

What Comes Next

Understanding the difference between a policy and a program is an important first step. The next question is equally important:

What does an effective Drug & Alcohol Program include?

We’ll explore that in a future article by examining the key elements that help transform a policy into a practical workplace program that promotes health and safety, consistency, and shared responsibility.

In the meantime, if you’d like to discuss this in light of your workplace, book a call.