Employees with a drink/drugs problem have the same rights to confidentiality and support as they would if they had any other medical or psychological condition. Disciplinary action should be a last resort. A court may find a dismissal unfair if an employer has made no attempt to help an employee whose work problems are related to drinking alcohol. The cost of recruiting and training a replacement may be greater than the cost of allowing someone time off to obtain expert help. Many people with an alcohol/drugs problem are able in time to regain full control over their drinking and return to their previous work performance. It may be very difficult for people to admit to themselves or others that their drinking is out of control or their weekend recreational drug use is impacting on their fitness for work during the week. They need to know that you will treat their drinking/drugs problem as a health problem rather than an immediate cause for dismissal or disciplinary action. If employees’ drinking/drugs use is a matter of concern, they should be encouraged to seek help from their GP or a specialist addiction agency. Drug or alcohol addiction or misuse is not considered to be a disability unless they have ill health effects as a result of this such as liver failure.