Addressing Alcohol Abuse: Strategies For A Healthy Workplace

Alcohol abuse in the workplace can lead to lost productivity, healthcare costs, accidents, and personal tragedies, costing companies between $33 billion to $68 billion annually in the US alone. As such, it is imperative that employers and employees know how to deal with alcohol abuse in the workplace. While drinking at work may foster team bonding, relieve stress, and boost creative problem-solving abilities, it can also lead to inappropriate behavior, conflicts, and strained relationships among employees. Moreover, employers may face legal liabilities if an intoxicated employee harms themselves or others. Thus, it is important to recognize the signs of alcohol abuse, such as frequent absences, poor job performance, changes in behavior, and physical signs of intoxication. If an employee is suspected of being under the influence, they should be removed from any tasks that could pose a risk, and encouraged to seek help through the company's Employee Assistance Program (EAP), which offers confidential counseling and referral services.

Recognising signs of alcohol abuse

Recognising the signs of alcohol abuse in the workplace is crucial for maintaining a safe and productive environment for all employees. Employees struggling with alcohol abuse may exhibit various physical, behavioural, and performance-related symptoms.

Physical symptoms include a detectable odour of alcohol on the person's breath or clothing, red or glassy eyes, neglect of personal grooming and appearance, noticeable shakiness, particularly in the hands, headaches, nausea, and sensitivity to light or sound. They may also experience difficulty in speaking clearly and coherently, and difficulty walking straight or maintaining balance.

Behavioural symptoms include frequent, unexplained absences or a pattern of calling in sick, especially after weekends or holidays, frequent tardiness, and a need to tend to various "emergencies" that arise. Employees may also exhibit mood swings, become irritable or defensive, or have difficulty controlling their emotions. They may also experience strained relationships with coworkers or isolate themselves from others completely.

Performance-related symptoms include decreased productivity, frequently missed deadlines, numerous careless mistakes, and incomplete assignments.

It is important to note that not all employees who struggle with alcohol abuse will exhibit these symptoms, especially if they are high-functioning alcoholics. However, recognising these signs can help employers and coworkers provide support and resources to those who may be struggling.

Understanding employer responsibilities

As an employer, it is important to recognise that an employee’s decision to drink is their personal business. However, when alcohol abuse interferes with an employee’s ability to perform their duties, it becomes a legitimate concern for the employer, including concerns about the proper performance of duties, health and safety issues, and employee conduct.

Supervisors and managers have a crucial role in dealing with alcohol problems in the workplace. They are responsible for monitoring the work and conduct of their employees and taking corrective and disciplinary actions when performance or conduct problems arise. It is important to note that supervisors are not responsible for diagnosing alcoholism in employees. Instead, they should refer employees to the appropriate support services, such as the Employee Assistance Program (EAP), which offers confidential counselling, assessment, and referral to treatment programs if necessary.

Employers should also be aware of the potential impact of job-related stressors on alcohol use. These stressors may include a noisy or uncomfortable work environment, interpersonal conflicts, unfair treatment, job insecurity, and heavy workload. By addressing these stressors and creating a supportive work environment, employers can help prevent alcohol abuse and promote employee well-being.

Additionally, employers should establish clear policies and guidelines regarding alcohol misuse in the workplace. This includes implementing a drug-free workplace policy, providing education and training on substance abuse, and ensuring compliance with relevant laws and regulations, such as the Americans with Disabilities Act (ADA), which protects employees with alcoholism as a disability.

Furthermore, employers should be proactive in recognising the signs of alcohol abuse among employees, such as frequent absences, poor job performance, changes in behaviour, and physical signs of intoxication. By addressing alcohol abuse early on and providing employees with access to support and treatment, employers can help prevent more severe consequences, such as accidents, injuries, and decreased productivity.

Employee Assistance Programs (EAPs)

EAPs can provide employees with free and confidential services to help de-escalate their problems. Employees may receive short-term counselling, evaluation, and referrals for further treatment. In the case of alcohol abuse, they may refer the employee to an EAP substance use treatment centre or an EAP drug program for further assistance.

EAPs are well-situated to oversee the follow-up of employees' long-term recovery, which is essential. Recovery from alcoholism is a process that can take months or years of continuing care. EAPs can also provide services at the organisational level to improve the work environment and enhance job performance. For example, they can help develop workplace substance abuse policies, provide consultation to supervisors dealing with problem employees, and implement drug-free workplace initiatives.

It is important to note that EAPs are not all the same, and their effectiveness in addressing substance use problems may depend on how they are promoted. A utilisation rate of 5–8% has been suggested as a desirable target, but reported rates vary widely.

Disciplinary actions and health concerns

Alcohol abuse in the workplace can lead to lost productivity, increased absenteeism, workplace injuries, and additional healthcare costs. It is important to recognise the signs of alcohol abuse and implement measures to address it effectively.

When addressing alcohol abuse in the workplace, it is essential to consider whether it is treated as a disciplinary matter or a health concern. Disciplinary action may be appropriate when an employee's alcohol abuse directly impacts their work performance, such as frequent absences or tardiness, poor job performance, or behavioural changes. However, it is crucial to handle these issues with sensitivity and offer support to the affected employee.

Supervisors and managers play a vital role in dealing with alcohol problems in the workplace. They should be trained to recognise the signs of alcohol abuse, such as frequent absences, missed deadlines, careless mistakes, and strained relationships with coworkers. They should also be aware of the organisation's policies and rules regarding alcohol misuse and the support services available.

If an employee is suspected of being under the influence of alcohol at work, the first priority is to ensure they are not in a position to harm themselves or others. This may involve removing them from safety-sensitive tasks. The employee should then be informed about the company's Employee Assistance Program (EAP), which offers confidential counselling, support, and referral services for substance abuse issues. It is important to keep detailed records of any conversations and agreed-upon actions.

In some cases, it may be necessary to take disciplinary action, such as issuing a warning or implementing performance improvement plans. However, this should be done in conjunction with offering support and ensuring the employee's well-being is prioritised.

Additionally, it is important to address the underlying causes of alcohol abuse. Job-related stressors, such as a heavy workload, interpersonal conflicts, or unfair treatment, may contribute to alcohol misuse. By addressing these issues, employers can create a healthier and more supportive work environment.

Finally, employers should be mindful of legal considerations. Federal laws, such as the Americans with Disabilities Act (ADA), protect employees with alcoholism as a disability, requiring employers to provide reasonable accommodations. Employers may also face legal liabilities if an intoxicated employee harms themselves or others, emphasising the importance of early intervention and support.

Supportive workplace culture

Alcohol abuse in the workplace can lead to lost productivity, healthcare costs, traffic accidents, and personal tragedies. It is a supervisor's responsibility to monitor the work and conduct of their employees and take corrective and disciplinary actions when performance or conduct problems arise. However, supervisors should also approach the situation with compassion and prioritise the health and safety of all employees.

• Clear Policies and Honest Conversations: Establish clear and comprehensive policies regarding alcohol use and abuse in the workplace. Be transparent about the rules, the support available, and the potential consequences of non-compliance. Encourage open and honest conversations about alcohol use and ensure employees feel comfortable seeking help without fear of punishment or exclusion.
• Confidential Support Services: Offer confidential counselling and support services for employees struggling with alcohol abuse. This could be through an Employee Assistance Program (EAP), which provides short-term counselling, assessment, and referral to treatment programs. Ensure employees are aware of these services and that they can access them discreetly.
• Address Work-Related Stressors: Recognise that job-related stressors can contribute to alcohol use. Address and mitigate these stressors as much as possible. This may include improving work environments by reducing noise, maintaining comfortable temperatures, and ensuring cleanliness. Foster positive interpersonal relationships between supervisors and coworkers, fair treatment regarding pay and promotions, and a manageable workload.
• Inclusion and Team Bonding: Create a respectful and inclusive culture where employees don't feel pressured to drink or excluded if they choose not to. Encourage team bonding activities that don't centre around alcohol. Provide alternative ways for employees to connect and network, such as social events, hobby groups, or volunteer initiatives.
• Support for Employees in Recovery: Offer ongoing support for employees in recovery from alcohol abuse. This may include providing resources for continued treatment, support groups, or counselling. Be mindful of potential triggers in the workplace, such as team happy hours or client dinners, and work with the employee to create a safe and comfortable environment for their recovery journey.

By implementing these measures, organisations can foster a supportive workplace culture that addresses alcohol abuse while prioritising the well-being and productivity of their employees.

Frequently asked questions