RESEARCH / VERSION 1.1 / 16 OCTOBER 2026
Rotherham Doncaster and South Humber NHS Foundation Trust
Sets a supportive process alongside fitness assessment, possible screening and case-specific relapse review.
| Field | Evidence |
|---|---|
| Reference period | 2024-02-29 (version 6) |
| Coverage | England |
| Status | Published document examined; internal operation unconfirmed |
| Source-check date | 2026-10-14 |
| Document | Rotherham Doncaster and South Humber NHS Foundation Trust — Supporting employees with drug and alcohol related issues policy |
| Confidentiality | Presence: explicit; conditions: not separately assessed. Employee-led disclosure should receive a confidential, supportive discussion. [Source: 5.5] |
| Voluntary disclosure | Presence: explicit; conditions: not separately assessed. Encourages employees to acknowledge difficulties and seek support. [Source: 4.2; 5.1; 5.5] |
| Treatment leave | Presence: explicit; conditions: condition or scope recorded. Long-term absence follows the attendance policy; treatment timescales are agreed individually. [Source: 5.5] |
| Relapse | Presence: explicit; conditions: condition or scope recorded. Recurrence reassessed individually, including effects on the employee and service delivery. [Source: 5.5] |
| Return to work | Presence: explicit; conditions: condition or scope recorded. Role risk assessment and a return agreement, potentially including screening, may be required. [Source: 5.5; appendix G] |
| Impairment and safety | Presence: explicit; conditions: not separately assessed. Support process distinguished from immediate action for suspected intoxication. [Source: 5.5–5.6] |
| Occupational health | Presence: explicit; conditions: not separately assessed. Occupational Health helps determine support and obtain treatment information with consent. [Source: 5.5] |
| Treatment-time routes | attendance policy |
| Treatment pay | not stated — Attendance-policy route; no separate paid entitlement verified. |
| Treatment-pay check scope | Structured recode of v1.0 source-linked descriptions; not a fresh source check. |
| Currency | Public availability does not confirm that this is the current operative HR policy. |
Presence and conditions
| Provision | Presence | Conditions / scope |
|---|---|---|
| confidentiality | explicit | not separately assessed |
| voluntary disclosure | explicit | not separately assessed |
| treatment leave | explicit | Long-term absence follows the attendance policy; treatment timescales are agreed individually. |
| relapse | explicit | Recurrence reassessed individually, including effects on the employee and service delivery. |
| return to work | explicit | Role risk assessment and a return agreement, potentially including screening, may be required. |
| impairment safety | explicit | not separately assessed |
| occupational health | explicit | not separately assessed |
Interpretation limits
Treatment-leave coding records the attendance-policy route, not a separately verified paid entitlement. Published commitments only.
Sources
- Supporting employees with drug and alcohol related issues policy — See provision-level section locators.
Cite this record
Civil Liberties Action (2026). Recovery at work: Rotherham Doncaster and South Humber NHS Foundation Trust. Record wp-rdash, version 1.1, 2026-10-16. https://cla-political-finance.copperchime4.chatgpt.site/databases/releases/2026-10-16-v1.1/records/workplace/wp-rdash.html
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