Lifestyle / Preemployment

Testing programmes vary from one business to another. We can offer fully outsourced drugs and alcohol testing programmes or we can train your staff to carry out drugs and alcohol testing in-house. Annual refresher training is required for all in-house testers.

Yes, we work in a variety of industries throughout the UK, Europe and further afield.  We are always open to bringing a new location on-line.  Please contact us with any requirements info@odiliaclark.com.

At OdiliaClark, we go far beyond simply conducting tests. What sets us apart is the holistic support we provide both during and after the process.

Unlike many providers, we don’t just deliver results — we help interpret them, support the employee, and guide the organisation on the next steps. Our peer support model ensures employees feel understood and supported by people who have been in similar situations, which makes a real difference to engagement and outcomes.

We also provide tailored recommendations following testing, helping organisations make informed decisions that balance compliance, employee wellbeing, and business needs. Every organisation is unique, which is why we offer bespoke packages designed around your culture, priorities, and challenges — rather than a one-size-fits-all solution.

This combination of testing, peer support, actionable guidance, and flexible packages is what makes OdiliaClark a trusted partner in creating healthier, safer workplaces.

A list of all personnel on site on the day of testing will be generated prior to the Testing Associate arriving on site. This list will be provided to the Testing Associate from the Testing Agency who will randomly select the appropriate number of individuals.

Yes, they will be asked by the Testing Associate if they agree to be tested. The Donor must provide written consent. The employee should be made aware that a refusal to be tested will be regarded as an unreasonable response and treated as a positive test result which may lead to disciplinary action up to and including dismissal.

Testing should be viewed as a safety net working in conjunction with support programmes to ensure employees and the organisation are protected.

Most medications are safe to take but any medication either prescribed or over the counter medication has the potential to cause side effects which could affect yours and others safety in the workplace.  You should advise your GP/Pharmacist of your job role and/or operating plant and equipment or operating in a potentially dangerous environment.  The GP/Pharmacist can then decide whether it is appropriate for you to work normally or recommend alternative arrangements.  If you are experiencing side effects such as drowsiness, fatigue or adverse effects to your balance and you work in a safety-critical role or drive for business you should let your line manager know. They may take advice from Occupational Health to ensure it is safe for you to continue to undertake your current duties or find out if a temporary amendment to duties is required.

Yes. Any support will be conditional upon you accepting professional help and adhering to an agreed support programme. Recovering from a substance abuse issue can be a lifelong journey and you should have no problem with being tested regularly. Attending work whilst under the influence of either drugs or alcohol is not acceptable and will be considered as gross misconduct and may lead to disciplinary action up to and including dismissal.

Yes. Alcohol can stay in your system for a significant period. Alcohol metabolises at different rates and is dependent upon various factors including an individual’s build, health and any other medications they may be taking. It is your responsibility to report for work unimpaired by alcohol or drugs or their effects.

Many factors determine how long drugs remain present in the body. Some drugs, including cannabis, can be detected weeks after consumption and therefore unannounced, random screening may lead to a positive result.  It should be noted that many recreational drugs are illegal and there is a significant risk of prosecution if such substances are consumed whilst at work.

Yes. You will be asked about any medications you are taking if the test leads to a non-negative result. All non-negative results will require further laboratory analysis. The Testing Associate will ensure that all information about your medication is noted with the sample. Taking more than the prescribed amount can affect performance and may be regarded as misuse or abuse.

If you take the medication responsibly, and have discussed it with your line manager if in any doubt, then a non-negative test should not be a concern for those medications. Modern testing equipment can detect low levels of drugs, and the laboratory process is part of separating out what is acceptable intake of medication and what is not.

This should be defined within the organisation’s drugs and alcohol policy, however, you may be stood-down  if your role or the activities you perform are classified as safety critical.

In these circumstances, it will be regarded as gross misconduct and you will be suspended from duty immediately and liable to disciplinary action up to and including dismissal.

A process known as ‘chain of custody’ applies. This ensures that two samples (Sample A and Sample B) are clearly labelled and sealed in tamper-proof tubes and envelopes in front of the Donor. It provides an audit trail for the sample sent for analysis to safeguard its identity and integrity from collection through to reporting of the test results. The process is auditable to ensure compliance and that a defensible report is produced. Sample A will be tested to verify positive/negative result from the on-site testing. The laboratory will hold your sample B for up to four months in case of dispute or if you wish to organise an independent analysis of your sample at your own cost.