Vivian Marlowe
Alcoholism in the workplace is a complex issue that requires a thoughtful and sensitive approach. With an estimated 14 million people in the United States meeting the criteria for an alcohol use disorder, it's inevitable that its effects spill over into work environments, leading to lost productivity, absenteeism, injuries, and increased healthcare costs. Recognising the signs of alcohol misuse and understanding how to support a colleague or employee struggling with alcoholism is crucial. While it's not a supervisor's responsibility to diagnose alcoholism, they play a vital role in addressing performance and conduct issues, holding employees accountable, and referring them to support services like the Employee Assistance Program (EAP). This paragraph aims to provide an introduction to the topic of dealing with alcoholism in the workplace, acknowledging the impact of alcohol use disorders on individuals and organisations.
| Characteristics | Values |
|---|---|
| Supervisor's role | Not to diagnose the alcohol problem but to exercise responsibility in dealing with the performance or conduct problem, hold the employee accountable, refer the employee to the EAP, and take any appropriate disciplinary action |
| Supervisor's basic responsibilities | Assigning, monitoring, reviewing, and appraising work and performance; setting work schedules, approving or disapproving leave requests; taking necessary corrective and disciplinary actions when performance or conduct problems surface |
| Signs of an alcohol use disorder (AUD) | Smelling of alcohol, unsteady gait, bloodshot eyes, body shakes, falling asleep on the job, changes in mood and behaviour |
| Supervisor's approach | Adopt a caring approach, express concern over their behaviour and their potential alcohol problem, use open, non-judgemental questions to start the conversation |
| Employer's responsibility | Ensure the health, safety, and welfare of their employees and the employees must also take reasonable care of themselves or anyone who could be affected by their work |
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What You'll Learn
Recognising signs of alcoholism
Behavioural Changes:
Behavioural changes due to alcohol dependency can include irritability, short-temperedness, especially in the mornings or after weekends, aggressiveness, sluggishness, confusion, and being heavily preoccupied. An employee may become less engaged in their work, not contributing to projects or being standoffish with coworkers. They may also develop a nasty attitude, causing coworkers to avoid them for fear of their reactions.
Attendance and Performance:
Alcoholism can lead to frequent absences, tardiness, and a need to attend to various "emergencies." There may be a decline in performance, including missed deadlines, careless mistakes, and incomplete assignments. An employee may also struggle with relationships at work, leading to increased interpersonal conflict or isolation.
Physical Appearance:
Alcohol dependency can cause physical changes such as weight fluctuations, bloating, yellowing eyes, and a disheveled appearance.
Personal Life:
An alcoholic's personal life may be affected first, with individuals coming home late, missing family functions, and neglecting responsibilities. They may also experience financial problems, borrowing money from colleagues or receiving calls from creditors at work.
Alcohol Usage:
Signs of a drinking problem include consuming alcohol in risky situations, such as before or during work, or while driving. An alcoholic may also give up hobbies or interests in favour of drinking and may develop a higher tolerance for alcohol, requiring more to feel its effects.
It is important to note that these signs do not necessarily indicate alcoholism, but if you observe multiple signs coupled with performance and conduct problems, it may be time to refer the employee to a support service or treatment program.
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Understanding alcoholism as a disease
Alcoholism is a recognised disease, referred to as Alcohol Use Disorder (AUD). AUD is characterised by an impaired ability to stop or control alcohol use, despite adverse social, occupational, or health consequences. It is considered a brain disorder and can range from mild to severe.
The early or adaptive stage of AUD is marked by an increased tolerance to alcohol. This is due to physical changes in the body, which allow the individual to consume greater quantities of alcohol while appearing to suffer few effects and continuing to function. This stage can be difficult to detect, as the individual may be able to drink a lot without showing signs of intoxication, hangovers, or other apparent ill-effects.
There are many risk factors for developing AUD. These include drinking at an early age, with those who start drinking before the age of 15 being more likely to develop AUD. Genetics also plays a role, with a family history of alcohol problems increasing the risk. Other mental health conditions, such as depression, PTSD, or ADHD, can also increase the risk of developing AUD.
The American Medical Association recommends a daily drink limit of two drinks for men and one drink for women. Heavy drinking is defined as exceeding these limits and can have harmful consequences for individuals and those around them.
There are several treatment options available for AUD. These include medications such as naltrexone, acamprosate, disulfiram, topiramate, and gabapentin, which can help reduce cravings and prevent a return to drinking. Behavioral treatments, such as alcohol counseling or talk therapy, are also effective in changing drinking behavior and building coping skills. Mutual-support groups and 12-step programs can provide valuable peer support and connection with others who understand the situation.
It is important to recognise the signs of AUD in the workplace and to offer support and guidance to employees struggling with alcoholism. This may include referring them to the company's employee assistance program (EAP) or designated human resources representative.
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Knowing your rights and responsibilities
If you are a supervisor or manager, it is your responsibility to monitor the work and on-the-job conduct of your employees. You are not responsible for diagnosing alcoholism in employees, but you do have a role in dealing with performance or conduct problems. You should hold the employee accountable, refer them to the Employee Assistance Program (EAP), and take any necessary disciplinary action.
As an employer, you are not required to tolerate drinking or drug use on the job, or an employee who comes to work under the influence of alcohol or drugs. You may discipline employees for improper behaviour on the job, even if their actions are attributed to alcoholism. However, you should consider offering a reasonable period of leave for a good-faith attempt at rehabilitation. Absences during this period should not be counted against the employee.
If you are an employee with a drinking problem, you are protected by law against discrimination in the workplace and during the hiring process, but only if you are in recovery or treatment. You have the right to confidentiality about your medical condition, and your employer may not refuse to hire you because of it. You may request a shift in work hours to attend treatment, and your employer must comply if the request is reasonable.
If you are a co-worker of someone with an alcohol problem, you should not ignore the issue. If your co-worker wants to talk about their problem, listen to them, and take them to your designated human resources representative if they ask for help. Do not cover for them if they are late or leave early, and do not loan them money or make excuses for them.
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Approaching the employee
Approaching an employee about their alcohol problem can be a difficult task. It is important to remember that your role is not to diagnose their problem but to exercise responsibility in dealing with the performance or conduct problem, hold the employee accountable, and take any appropriate disciplinary action. Here are some steps to help you approach an employee about their alcohol problem:
Recognise the signs
Firstly, it is important to recognise the signs of alcohol misuse. These can include smelling of alcohol, an unsteady gait, bloodshot eyes, body shakes, falling asleep on the job, and changes in mood and behaviour. It is worth noting that many of these signs can also be indicative of other physical or mental health issues, so it is important to be cautious and not jump to conclusions.
Speak to the right people
If you suspect an employee is struggling with alcohol misuse, it is important to speak to the appropriate people within your organisation. This could include your supervisor, a human resources representative, or a designated employee assistance program (EAP) if your company has one. It is recommended to have someone else present during the meeting with the employee, such as an HR representative, but try to keep the number of people involved to a minimum to avoid making the employee feel victimised.
Gather information
Before approaching the employee, gather relevant information such as previous performance reviews, attendance statistics, and information leaflets on support options. This will help you have a factual discussion with the employee and show that you have done your research.
Initiate a conversation
When speaking to the employee, adopt a caring and non-judgmental approach. Express your concern over their behaviour and potential alcohol problem. Use open-ended questions to start the conversation and avoid using the word "addiction," as it may carry a stigma that makes it harder for the employee to admit to a problem. Be prepared for the employee to be in denial, become defensive, or even angry.
Focus on facts and impact
Approach the conversation with facts and specific examples, such as "We smelt alcohol on your breath before this meeting" or "You've been late to work eight times this month." Show the employee the impact their behaviour is having on their work performance and their team. Emphasise how addressing the concern could improve their job performance.
Offer support and refer to professionals
If the employee admits to having a problem with alcohol, assist them in getting help. Refer them to the company's employee assistance program (EAP) or other support services, either within the company or externally. If the employee denies any issues, the focus should shift to their performance and attendance, with progressive discipline implemented if necessary. Remember that the goal is to support the employee's health and wellbeing while also maintaining the proper performance of duties and adhering to health and safety protocols.
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Treatment and support
If you suspect a colleague is struggling with alcohol misuse, it is important to remember not to ignore the issue. If they want to talk about it, listen to them, and if they ask for help, take them to your designated human resources representative. If you are a supervisor, it is your responsibility to deal with the performance or conduct problem, hold the employee accountable, and refer them to the Employee Assistance Program (EAP). You can also contact your agency's Human Resources or Employee Relations office, local mental health or substance abuse programs, or email at [email protected].
It is important to approach the employee with a caring attitude, expressing concern over their behaviour and potential alcohol problem. Be prepared for the employee to be in denial, defensive, or even angry. Avoid using the word "addiction", as there is a stigma attached to the term, and instead, use open, non-judgmental questions to start the conversation. For example, asking, "You've looked very tired recently, how are you feeling?" may elicit a more honest response than "Is everything alright?".
If the employee denies any issues or refuses to acknowledge a problem, the supervisor can focus on performance issues and work to improve attendance and performance. If the issues do not improve, progressive discipline may be necessary. If an employee is visibly intoxicated, an employer, manager, or HR representative should address the situation immediately.
It is also important to understand the stages of alcoholism to better support a colleague. The early or adaptive stage is marked by increased tolerance, where the alcoholic can consume large quantities of alcohol while appearing to suffer few effects and continuing to function. This is followed by the stage where the drinking catches up, leading to impaired cognitive function, forgetfulness, sloppy work, missed deadlines, and increased absenteeism.
There are various resources available to support employees struggling with alcohol misuse, including the National Helpline for Mental Health, Drug, and Alcohol Issues, which provides free and confidential treatment referrals and information services. Text-based services are also available, connecting individuals with local treatment facilities, support groups, and community-based organizations. Additionally, Promises Behavioral Health offers alcohol rehab centers and drug rehabs for professionals.
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Frequently asked questions
Signs of an alcoholic in the workplace include:
- Smelling of alcohol
- Unsteady gait
- Bloodshot eyes
- Body shakes
- Falling asleep on the job
- Changes in mood and behaviour
- Forgetfulness
- Sloppy work
- Missed deadlines
- Frequent sick days
If you suspect a colleague has a drinking problem, you should not ignore it. If they want to talk about their issue, listen to them. If they ask for help, take them to your designated HR representative. If you are concerned, talk to your supervisor or HR representative.
If you suspect an employee has a drinking problem, you should request a meeting with them. It may be more comfortable to have someone else in the meeting, such as an HR representative. Before the meeting, gather information such as previous performance reviews and attendance statistics. During the meeting, express concern over their behaviour and potential alcohol problem, using open, non-judgemental questions. Avoid using the word "addiction", as there is stigma attached to this term.
As an employer, you have a duty under the Health and Safety at Work Act to ensure the health, safety and welfare of your employees. You are not responsible for diagnosing alcoholism in employees, but you do have a responsibility to deal with performance or conduct problems. You can do this by holding the employee accountable, referring them to the Employee Assistance Program (EAP), and taking disciplinary action if necessary.
