In an age of fast, 24-7 living where ‘stress’ is the buzzword of social inclusion it seems inevitable that more and more workers will turn for relief to drink and drugs but should bosses make the quantum leap to lifestyle policing?

Last year the government’s Alcohol Harm Reduction Strategy for England put the cost of alcohol misuse in lost productivity through absenteeism, unemployment and premature death at £6.4 billion a year.

An alarming figure and it seems that there is a growing acceptance of drinking in the workplace.

A recent survey by Peninsula employment law firm revealed that 68% of workers admitted to enjoying an alcoholic drink during their lunch hour. But they aren’t just stopping at one, 59% said they have more than two.

Proving that alcohol impacts on productivity, 76% of those that said they have a drink during the working day reported to feeling tipsy or slightly drunk when they returned to the office.

Binge-drinking as evidenced by numerous television documentaries tell us that it is a growing cultural problem and not only confined to young teens but extending to young workers and even middle-aged staff.

BBC statistics don’t make for rosy reading either:

• Over 90% of British adults drink alcohol




• One in three men drink more than they should




• One in five women drink more than they should




• Teenagers are drinking earlier and more heavily than ever before




• Young, white, unemployed men are more likely to abuse alcohol




• Women in skilled jobs drink more heavily than other women

So if it’s costing businesses money just what are employers doing about it?

Trends seems to vary from industry to industry it isn’t uncommon in fast-moving, long hours sectors including the media, advertising and banking for workers to survive the high-life with the aid of alcohol and substance abuse. But many bosses particularly in the city are turning a blind eye.

Some take the view that if a problem can be kept secret and under control it is acceptable and in turn that person can still rise up the promotional ladder but those that let the cat out of the bag are out the door.

And with a tight labour market it might just be the case that employers are willing to do anything to keep their staff as long as the problem doesn’t surface.

Danny Done managing director of Portfolio Payroll said:

“It is something that employers cannot control. Employees cannot be babysat and told how much to drink, the mere notion of it would be ridiculous and inconceivable.”

As Peter Done of Peninsula adds breathalysing employees when they return from their lunch break is neither, practical or ideal.

But it seems that employers are willing to impose testing if a problem is identified, certainly in relation to drugs.

Last year’s Independent Inquiry into Drug Testing at Work said that a huge 78% of employers would consider drug testing if they believed that drugs or alcohol was affecting staff productivity. At the same time, many employers (32%) believe that drug testing does not impact on human rights.

In the US it has already become an accepted part of life. Across the pond, 40-50% of companies already test for drugs which equates to 15 million US citizens a year.

It is an issue that has got commentators worried.

Ruth Evans, Chair of The Inquiry said:

“We know that testing is useful in specific safety critical and sensitive industries, however it is a quantum leap for employers outside of these sectors to advocate drug testing of their staff. We are in danger of slipping into a situation where employers are taking on a quasi-policing role with respect to the private lives of their staff.”

According to Evans, a more worthwhile investment is about getting the standards right – improved work life balance and a better understanding that unhealthy and stressful work environments contribute to the abuse of drugs and alcohol.

In an essence it seems the ideal solution but it seems that for many workers and workplaces work/life balance is an unobtainable goal and with increased hours and more pressure comes stress and in turn the vicious cycle of stress, alcohol and substance abuse starts. Lifestyle police might be one step too far and surely random testing where jobs are not safety critical doesn’t send out the right signals to employees.

What is needed is a balance, a supportive environment where employees are educated on ways to relieve stress through healthy means including exercise and relaxation and importantly given the time to invest commitment to it.