This is an interesting case report concerning a line manager who was dismissed for refusing to take workplace drug test. The employment tribunal held that the employer's decision to dismiss the individual was within the band of reasonable responses in the circumstances and the dismissal was, therefore, fair.
Notwithstanding the manager's "exemplary record", he was expected, as a line manager, to set a standard and support the employer's policy. Indeed, this line manager had used the employer's policy on drug testing to dismiss an employee previously.
Putting aside the question of whether or not the drug testing policy was reasonable in the circumstances (which won't always be the case), this case is of interest because the employment tribunal considered that the onus on management to lead by example was an important factor and one which the employer was entitled to take into account.
“The respondent knew very well the claimant’s exemplary record…and the unusual circumstances… Those factors did not outweigh the safety concerns and added responsibility of senior management to observe policies and to be seen to do so… A senior manager had refused, when asked, to take a drugs test. The dismissal is not one I can say is outside the band of reasonable responses. Many large employers would have done the same.”