Drug-driving endorsements overtake drink-driving: what employers should look out for

Drug-driving endorsements have overtaken equivalent drink-driving endorsements for the first time. For fleet operators and other employers whose staff drive for work, the figures are a prompt to review how impairment risks are identified and managed.

IAM RoadSmart’s analysis of DVLA data found that 30,707 DG10 drug-driving endorsements were added to licences in 2025. That compared with 29,769 DR10 drink-driving endorsements. Drug-driving endorsements increased by 28% between 2022 and 2025, while drink-driving endorsements fell by 17%.

The issue is not limited to illegal substances. Prescription and over-the-counter medicines can also make someone unfit to drive. Employers therefore need a process that encourages drivers to report anything affecting their ability to work safely, without expecting managers to make medical judgements.

 

Drug driving is a workplace risk

Where driving forms part of someone’s job, impairment becomes an employment, road-safety and business risk.

A driver who is impaired may cause a collision, damage a vehicle or injure another road user. Even where nobody is hurt, an incident can lead to vehicle downtime, missed deliveries, investigation costs and disruption to customer contracts.

There may also be questions about the employer’s procedures. These could include whether licences were checked, concerns were recorded and managers responded appropriately to visible warning signs.

Employers have a general duty to protect employees’ health, safety and welfare so far as reasonably practicable. Employees must also take reasonable care of themselves and others who could be affected by their work.

This does not mean employers can identify drug misuse from appearance alone. The warning signs can also be caused by fatigue, stress, illness or personal difficulties.

What matters is having a fair process for raising concerns, checking fitness to drive and deciding when someone should be removed from driving duties.

 

What signs should managers look out for?

Possible warning signs include unexplained absences, changes in behaviour, falling productivity, conduct problems and an increase in accidents or near-misses.

 

For drivers, there may be additional signs such as:

• Unusual vehicle damage or repeated minor incidents
• Erratic driving reports or unexplained telematics events
• Poor concentration during briefings
• Confusion, slowed reactions or unusual agitation
• Repeated lateness or unexplained disappearances
• Sudden deterioration in daily vehicle checks or paperwork

 

None of these proves that drugs are involved. Managers should record what they have observed rather than making accusations or trying to diagnose the cause.

For example, “the driver appeared confused and failed to follow two loading instructions” is more useful than writing that the driver “looked like they were on drugs”.

If there is a genuine concern about immediate safety, the person should not be allowed to drive until the issue has been assessed through the company’s agreed procedure.

 

Prescription medicines can also affect driving

It is illegal to drive while unfit because of legal or illegal drugs. Some prescribed medicines have specified limits, although a medical defence may apply when the medicine was prescribed, taken as directed and did not make the driver unfit.

Common treatments can cause drowsiness, dizziness, blurred vision or reduced concentration. These effects may be more noticeable when a medicine is started, its dose changes or it is combined with another treatment.

Drivers should be encouraged to read medicine warnings and speak to a doctor, pharmacist or healthcare professional when unsure about driving.

A reporting procedure should focus on fitness for work rather than demanding unnecessary medical details. The driver may only need to explain that medication could affect safe driving and that temporary adjustments are required.

Employers should handle health information confidentially and obtain appropriate HR, occupational health or legal advice where needed.

 

Where problems usually appear

In practice, many businesses have a clear rule against illegal drugs but less clarity around prescribed medication, testing and reasonable suspicion.

Managers may know that something appears wrong but not know who can remove a driver from duty. Drivers may also avoid reporting medication because they fear disciplinary action or losing income.

The policy needs to distinguish between misconduct and an employee responsibly reporting a health or medication concern.

Testing can form part of a wider safety system, particularly in safety-critical roles. However, employees normally need to consent, procedures must be reliable, and the policy should explain when testing may take place and how results will be handled. Testing alone does not replace training, supervision or a clear reporting process.

Another common gap is licence checking. A drug-driving conviction can result in a driving ban and remains visible on the driving record for 11 years. Employers can check penalty points and disqualifications with the driver’s permission and a valid DVLA check code.

Checks should take place before a person starts driving and periodically afterwards. The appropriate frequency will depend on the role, vehicle and risk profile.

 

What to check now

• Review your drug and alcohol policy. Cover illegal drugs, alcohol, prescription medicines and over-the-counter treatments that could impair driving.
• Explain the reporting process. Drivers should know who to contact if medication, illness or substance use may affect their fitness to drive.
• Train supervisors. Managers should recognise possible warning signs, record observations objectively and know when to stop someone driving.
• Check licences consistently. Obtain the driver’s permission and use the DVLA service to identify endorsements, disqualifications and vehicle entitlements.
• Set out your testing arrangements. Explain when testing may be considered, how consent works and how results will be managed.
• Keep incident records. Review collisions, vehicle damage, near-misses, complaints and unusual telematics patterns for recurring concerns.
• Review insurance information. Material changes involving drivers, convictions or business procedures may need to be disclosed, depending on the policy wording and circumstances.

 

Review your fleet arrangements

Drug-driving convictions can affect driver availability, claims exposure and the information insurers require. Cover and disclosure requirements depend on the individual policy wording and circumstances.

Call Ratcliffes on 01242 544544 to discuss your commercial vehicle insurance or review how your driver-checking procedures fit with the way your fleet operates.

 

Sources

• IAM RoadSmart, Drug driving offences overtake drink driving for the first time, 9 July 2026.
• Road Safety GB, Drug driving offences overtake drink driving convictions, new analysis shows, 27 July 2026.
• Health and Safety Executive, Managing drug and alcohol misuse at work.
• GOV.UK, Drugs and driving: the law.
• GOV.UK, Check someone’s driving licence information.