What is it?
Most people are able to drink an amount of alcohol within the recommended limit so that alcohol does not pose a threat to their health.
However, for some people the amount of alcohol they consume means that they face a real risk of developing alcohol related problems such as:
- Physical health conditions e.g. heart or liver disease.
- Psychological health conditions e.g. depression.
- Social problems that could lead to family issues, including separation or divorce.
Drinking levels of alcohol that can lead to these types of problems is known as ‘alcohol misuse’.
How does it affect people?
Signs that someone may be misusing alcohol include:
- They regularly exceed the recommended daily amount for alcohol.
- They have been unable to remember what happened the night before as a result of their drinking.
- They have failed to do what was expected of them because of their drinking e.g. missing an appointment because they were drunk or hung-over.
How is it treated?
Recognising and accepting that an alcohol problem exists is the first crucial step towards solving the problem. Alcoholism is an illness, not a moral weakness. However, people with alcohol problems often find it difficult to accept that they have a problem and do not access the help they need.
There are a range of treatment options available. The appropriate treatment will depend on the individual and the level of alcohol misuse. Treatment options can include:
- Counselling e.g. short and longer term counselling, CBT, family therapy, etc.
- Facilitation groups, such as Alcoholics Anonymous.
- Detoxification, including the use of medication to control symptoms.
- Medication to prevent people using alcohol.
How might it affect work?
Things such as a change in behaviour or attitude, poor time-keeping and a reduction in performance at work may indicate that there is an issue. It may be that an individual comes in to work smelling of alcohol, or there may be concerns expressed by colleagues about the person’s ability to function effectively – particularly in the mornings. Some employees may come forward and self-report a problem with alcohol.
People who misuse alcohol are more likely to be subject to pressures in their personal lives, which can also have an impact on them at work.
These workplace indicators of possible alcohol misuse may overlap with the signs and symptoms of other problems, such as clinical depression. Therefore it is best to note these workplace behaviours with concern but reserve speculation about their underlying cause until a discussion with the employee has taken place.
What do I need to do as the Manager?
Firstly, if you notice changes in an employee’s behaviour, as mentioned above, it is important to address the issue promptly rather than ignoring it. An untreated alcohol problem is unlikely to improve on its own, and is more likely to worsen over time. Communicate your concerns to the employee clearly, explaining the specific reasons for your worry, and provide them with an opportunity to explain their situation.
When addressing the issue with the employee, be mindful that they may not have recognised they have a misuse or dependency issue. It is often difficult for the sufferer to admit they have a problem and seek help.
As a manager, try to remain supportive and encouraging. Signpost the employee onto further support, such as their GP, or any internal support you may have in place – such as an employee assistance programme (EAP) or specialised services (e.g. specialist counselling).
Check what policies your employer has in place that address managing alcohol problems in the workplace. Depending on the employee’s role, you may also need to review if there are any health and safety implications e.g. for safety critical roles.
You may wish to get occupational health involved in order to get further advice and signposting to relevant organisations, but ultimately, from a business perspective, you will need to follow what is specified in your employer’s internal policies and procedures.
If you do make a referral to occupational health, it is important that you discuss the reasons for the referral openly with the employee. Unless all parties are open and honest about the reasons for the referral, it is unlikely that the problem will be resolved effectively.
Discussions with the employee to understand what could be adjusted for them may be beneficial. For example, you may consider reasonable adjustments to help them in the interim, such as adjusting their hours to allow them to attend counselling sessions.
Key points to consider when managing an employee with alcohol problems:
- The earlier the treatment, the more successful it is likely to be.
- Failure to act is likely to lead to a deterioration in behaviour, and there is a risk that it could result in disciplinary action being taken in line with your company policy e.g. you may need to be taken off safety critical roles if you are unable to carry out your role safely.
- Recovery does take time, so do not expect instant results.
- Your attitude and an understanding of the condition can make a huge difference.
- Involving individuals with decision-making improves outcomes.
- Supporting the employee to remain at work where they can, or to return to work as rapidly as possible, helps recovery and a ‘return to normal’.
Points to remember
Fit notes
If an employee produces a fit note indicating that they require modified duties, discuss this with them and consider if the modification recommended can be reasonably accommodated.
Job tasks and risk assessments
Review the risk assessment for the employee’s job role and work tasks including the ability to drive safely where required. Take into consideration any temporary modification that may be required to accommodate their reduced ability to undertake certain tasks.
General guideance
If you require further information, refer to the general advice on managing attendance. You should also seek advice from Human Resources about your internal alcohol policy.
Further information
HSE – Managing drug and alcohol misuse at work.
Alcohol Change UK – Alcohol in the workplace.
NHS – Alcohol misuse.
Royal College of Psychiatrists – Alcohol, mental health and the brain.
Alcoholics Anonymous – Links to AA meetings and local helplines.
Ref: WPW0029 This information was reviewed June 2024.
