17 million working days are lost each year in the UK because of alcohol-related sickness, so this is an issue that employers need to be alive to. Understanding alcohol abuse and its impact on the workplace is a good lens through which to consider the issue.
Alcohol, a central nervous system depressant can have many impacts. Liver disease, bowel cancer and stroke are some of the long-term conditions linked to high-level alcohol use. There are, of course, many short-term dangers putting the individual and others at risk, such as drink driving, violent and risky behaviours as well as the dangers of being under the influence of alcohol in the workplace.
Many people enjoy drinking alcohol socially, while others regularly drink to excess, but alcoholism is a complex disease characterised by compulsive drinking regardless of the negative consequences.
Employers need to have measures to safeguard workplace productivity and the safety of themselves, colleagues and others. But specialist support is also needed to help those with alcohol dependency.
Which types of workers are susceptible to alcohol dependency?
In our experience, people in all walks of life are affected by alcohol dependence, many of whom use alcohol to cope with other issues in their life and many live in denial of a problem with alcohol. Examples within work settings include:
- Professional roles: Those in high-stress, high-powered, highly paid roles often use alcohol as a way of winding down and coping with their stress, this is often viewed as a normal thing to do and there can be pressure for colleagues to be involved. In reality, these people may have a reliance on alcohol as a coping strategy, which could potentially lead to addiction and alcoholism.
- Working away from home: Many professionals work away from home regularly and eat out regularly or socialise with colleagues and clients more than they would at home. This can easily lead to a higher consumption of alcohol.
- Work socialising: Some roles involve social events with clients and/or colleagues, often involving alcohol. Unfortunately, some individuals can drink to excess at these occasions, damaging the reputation of the company, causing discomfort to others and in some extreme circumstances physical or emotional harm.
- Home working: Increased remote working, whilst beneficial for many, can be difficult for others who may be more likely to use alcohol to help them cope. As there are fewer employer-employee touch points, and less time spent with colleagues, it’s much easier to mask consumption of alcohol and more difficult for others to notice.
- Manual roles: Those who do heavy manual work often find respite after a hard day’s work in the local pub, which can often lead to habitual regular drinking.
Spotting the signs of alcohol abuse
It can be very difficult to detect those who are affected by excessive drinking, some signs that employers and colleagues can look out for are:
- Performance issues or variability in performance
- Increased short-term absence or being clearly unwell
- Increased unreliability or variations in reliability
- Increased accidents or near-misses
- Personality changes such as heightened aggression, paranoia, irritability
- Signs of high stress
- Prioritising an opportunity for drinking over important work deadlines or other pastimes previously enjoyed such as sport
- Excessive drinking and inappropriate behaviour at work-related events
- Money or relationship issues
Supporting those affected by alcohol abuse
There are no employment laws specifically relating to alcohol at work but there is specific legislation for some industries, such as those involving driving and operating machinery. However, employers have a legal duty to ensure the health, safety, and welfare of their employees.
Employers should have policies in place covering drug and alcohol misuse and potentially state that being unfit for work due to the influence of alcohol is regarded as a gross misconduct offence. It is, however, equally important for employers to take a supportive approach, for example by offering confidential support in the first instance.
Most employers have an Employee Assistance Programme available for their employees, but this alone is unlikely to help those with alcohol and other addictions. Wider, more holistic support is required.
In our experience, people initially often don’t feel comfortable to admit the true extent of their drinking to someone else until they have built up a relationship of trust where they are confident of a non-judgemental, supportive conversation.
Alcohol misuse does not discriminate, and can impact anyone regardless of age, gender or income.
It often takes time for individuals to admit to themselves that they have a problem and be ready to address it within a therapeutic relationship with a trusted third party. This usually requires long-term support from clinically trained experts who not only understand and support the individual in dealing with their over reliance on alcohol but crucially also the underlying issues – be that work pressures, relationship issues, financial worries, or physical or mental ill health.
Support may involve providing holistic emotional assistance. Consider helping affected employees to navigate support within the NHS and among charities such as the AA, as well as providing therapies or counselling, if required.
Support is also often needed for family members who are affected by alcohol misuse within their family. This support is often available via employee benefits such as group insurance and PMI benefits, and in many cases does not require a claim for the support to be accessed.
Summary
Alcohol misuse does not discriminate, and can impact anyone regardless of age, gender or income. It can surface quickly or arise over a long period of time, and because drinking is generally socially acceptable, an over-reliance can be easy for people to disguise.
Employers should consider both preventive and supportive measures to not protect both employee productivity and wellbeing.
