Alcohol in the Workplace

The following advice and information was produced by HRD, the HR Director, to help you understand how your HR department will be viewing concerns about a colleague’s alcohol intake (drinking).

Why Addressing Workplace Alcohol Matters

Employers are duty bound, under the Health and Safety at Work etc. Act 1974, to safeguard the health, safety and welfare of their employees. You could be prosecuted if you knowingly allow an employee under the influence of excess alcohol to continue working and place themselves or others at risk. Employees are also required to take reasonable care of themselves and others who could be affected by what they do.

Any business, no matter how big or small, can take effective measures to reduce the risks of problem drinking in the workplace. By following these practical steps from the HSE, you can significantly improve the outlook both for your employee and the business.

1. Find Out if There Is a Problem

Begin by discussing with your employee what they know about the effects of alcohol on health and safety. Explore their opinions about drinking alcohol during working hours and gauge their understanding of your company’s rules and restrictions.

You may also want to review HR records to identify any patterns in:

• Sickness absence
• Productivity
• Accident records
• Disciplinary problems

2. Decide What to Do

Consult others when deciding on the best course of action. In larger organisations, set up a working party led by a senior manager to address the issue, involving your occupational health practitioner if available. In smaller businesses, you may find it useful to talk to other managers, supervisors, staff representatives or trade union representatives.

3. Take Action

Implement a clear workplace alcohol policy. Managers need to:

• Understand company rules
• Recognise when an employee’s drinking is affecting their work
• Be aware of the implications of not tackling possible alcohol misuse issues

Your local alcohol advisory service can provide training for managers on how to recognise an alcohol problem and choose the most appropriate intervention.

4. Check Your Policies and Procedures Regularly

Regularly review your organisation’s approach to supporting colleagues with any alcohol-related issues. Make timely updates wherever necessary and reassure your employee that they will receive full support if they accept help. A structured, professional intervention can be extremely effective, especially if you are unsure how to confront the behaviour proactively and sensitively.

Further Information

For more guidance, please visit the Health and Safety Executive (HSE) website.