Confronting Alcoholism: A Guide For Employers

Alcoholism in the workplace is a difficult issue for employers and employees alike. Alcohol dependence is a recognised medical problem, and employees grappling with alcohol issues may ask for help if they are sure their problems will be dealt with discreetly and confidentially. Employers should be mindful of the stigma attached to the term 'addiction' and approach employees with an open, non-judgemental attitude. It is important to document all indications that an employee is an alcoholic drinker, meet with an HR representative, and develop a strategy. Employers should also be aware of the employee assistance programs (EAPs) that can help in such situations.

Recognising signs of alcohol dependence

As an employer, it is important to recognise the signs of alcohol dependence in your employees. While it is not your place to diagnose an employee with alcoholism, you can identify certain signs and take steps to protect your business and help the employee.

Firstly, look for leave and attendance problems. This could include frequent unplanned absences due to "emergencies", a high frequency of missed days, abuse of sick leave, and tardiness.

Secondly, review job performance. This could include missing production quotas, carelessness, incorrect or flawed evaluations, and an inability to perform long-term projects or detailed analysis.

Thirdly, look for signs of inebriation at work. This could include smelling alcohol on the employee's breath, observing tremors, or noticing that they seem partially drunk.

Other signs to look out for include a change in personality or who the employee is spending time with, memory blackouts, financial difficulties, and a preoccupation with practical concerns and the associated shame and stigma of alcohol use.

If you suspect an employee is struggling with alcohol dependence, it is important to act quickly and deal with the situation appropriately. Offer resources and support, and encourage open conversation. Be mindful of the stigma surrounding alcohol dependence and approach the employee with compassion and care.

Initiating supportive conversations

Recognise the Signs

Firstly, it's important to recognise the signs of an alcohol problem. This can include performance and conduct issues, such as frequent unplanned absences, tardiness, or missing production quotas. Look for signs of inebriation at work, such as the smell of alcohol on their breath or changes in behaviour, such as increased belligerence or short temper. Additionally, consider speaking to their colleagues, who may have additional insights while maintaining discretion and respecting the employee's privacy.

Prepare for the Conversation

Before approaching the employee, be prepared for their potential reactions. They may be in denial, become defensive, or react angrily. It's important to approach the conversation with care and concern for their well-being. Avoid using the word "addiction," as it carries a stigma that may make it harder for the employee to admit they have a problem. Instead, use open, non-judgmental questions and statements of fact to initiate the conversation. For example, say, "You've been late to work eight times this month," rather than, "Is everything alright?"

Offer Resources and Support

During the conversation, it's crucial to offer resources and support to the employee. Provide information about available assistance programmes, such as Employee Assistance Programs (EAP), which offer confidential counselling and referral services. Encourage the employee to seek help and assure them that their job can be protected while they focus on their health. Offer to provide a scheduled absence for them to attend detoxification and rehabilitation if needed.

Develop a Strategy

Meet with your Human Resources department or an EAP representative to develop a comprehensive strategy. Document all indications and incidents related to the employee's alcohol problem. Reflect on the employee's value to the business and ask them if they are willing to commit to seeking help. Communicate clearly and directly, emphasising their responsibility for their actions and the potential consequences, including the possibility of losing their job if improvements are not made.

Address Underlying Issues

Alcohol dependence may be connected to underlying issues such as mental health problems, stress-related illnesses, or other medical conditions. Encourage the employee to seek help from their GP or a specialist agency, and refer them to your organisation's occupational health service if available. Consider allowing time off to facilitate their access to expert help, as the cost of recruitment and training a new employee may outweigh this expense.

Remember, the goal is to approach this challenging situation with compassion and understanding, offering meaningful support to help the employee address their alcohol problem and improve their overall well-being.

Reducing stigma

Alcohol misuse in the workplace is a challenging issue for employers and employees alike. It is important to reduce the stigma surrounding alcohol problems to encourage employees to seek help. Here are some ways to do this:

Share Resources and Information

Regularly provide information about available resources and support services, both internally and externally. This demonstrates a commitment to supporting employees and can transform the workplace into a safe and understanding environment. It also ensures employees are aware of where to go for help and can access it without fear or shame.

Encourage Open Conversations

Initiate discussions about substance use disorder (SUD) issues at least annually. Highlight that these issues may affect employees directly or indirectly through loved ones. This acknowledges the prevalence of these challenges and can help employees feel less isolated and more comfortable seeking assistance.

Avoid Labels and Stigmatizing Language

Instead of using terms like "alcoholic" or "addiction," focus on specific behaviours and their impact on work. For example, you could say, "We noticed you've been late to work eight times this month," rather than "We think you have a drinking problem." This approach reduces stigma and personal attack while still addressing performance issues.

Offer Confidentiality and Discretion

Employees may be more willing to seek help if they are assured that their concerns will be handled discreetly and confidentally. Let them know that their privacy will be respected and that they can discuss their issues without fear of judgement or repercussions.

Provide Support for Family Members

Recognize that employees may be struggling due to a loved one's alcohol misuse. Offer effective support for employees and their families, such as referral to specialist agencies or access to occupational health services. This can help reduce the stigma and encourage employees to seek the help they need.

Referring to Employee Assistance Programs (EAPs)

When dealing with an employee with an alcohol problem, it is important to remember that alcohol dependence is not a protected characteristic and therefore not covered by the Equality Act 2010. However, employers should be mindful of underlying or connected issues, such as mental health or stress-related illnesses, which would be covered by the act.

Employee Assistance Programs (EAPs) are a great resource for employees struggling with alcohol abuse. These programs deal with a variety of problems and provide short-term counselling, assessment, and referral services for employees with alcohol and drug abuse issues, emotional and mental health problems, marital and family problems, financial troubles, and other personal issues that may affect job performance.

EAPs are usually staffed by professional counsellors and may be operated in-house or through external agencies. As a supervisor, it is a good practice to notify employees being counselled for performance or conduct problems about the availability of the EAP. It is also important to meet with the EAP counsellor to discuss the observed problems and behaviours that require attention. The counsellor can then help devise a strategy for confronting the employee and advise on techniques for addressing the issues.

When referring an employee to an EAP, it is crucial to approach the situation with care and concern for the employee's well-being. Be prepared for the employee to be in denial or become defensive, and avoid using labels such as "addiction," as there is a stigma attached that can make it harder for the individual to admit they have a problem. Instead, express your concern over their behaviour and the potential impact on their work. Use open, non-judgmental questions to start the conversation and provide specific examples or incidents related to their drinking.

It is also important to document all indications of alcoholic behaviour and reflect on the employee's value to the business. Ask the employee if they are willing to seek help and offer support, such as providing a scheduled absence for detoxification or rehabilitation. Additionally, encourage open conversations about substance use disorders (SUDs) and share resources to demonstrate the organisation's commitment to supporting employees facing these challenges.

Offering time off for treatment

Assess the Situation

Before offering time off, it is essential to assess the situation and gather relevant information. This includes documenting indications of the employee's alcohol problem, such as attendance issues, performance problems, and signs of intoxication at work. Review these observations with a Human Resources representative or an Employee Assistance Program (EAP) counsellor to develop a strategy and determine the appropriate treatment options.

Initiate a Conversation

Meet with the employee in a private and confidential setting. Express concern for their well-being and share specific observations or incidents that have raised alarm. Avoid using labels such as "alcoholic" or "addict," as these terms carry stigma and may trigger denial or defensiveness. Instead, focus on factual information and how their alcohol use is impacting their work.

Offer Treatment Options

Provide the employee with information about treatment facilities, support groups, or community-based organizations that specialize in alcohol rehabilitation. You can also suggest contacting a helpline, such as the SAMHSA National Helpline, which offers free and confidential referrals for substance use disorders. Additionally, inform the employee about the option to use the Federal Family and Medical Leave Act to take scheduled time off for detoxification and rehabilitation.

Develop a Plan

Work collaboratively with the employee to create a plan that allows them to access treatment while also fulfilling their work responsibilities. Discuss the possibility of flexible work arrangements or temporary transfers to less safety-critical roles during their treatment and recovery. Ensure that the plan is tailored to the employee's specific needs and provides adequate time for treatment and recovery.

Confidentiality and Support

Emphasize the importance of confidentiality and assure the employee that any discussions and treatment plans will remain discreet. Offer ongoing support throughout their treatment journey and encourage open communication. Regularly check in with the employee to demonstrate your commitment to their well-being and to address any concerns or adjustments needed during their recovery.

Address Stigma

Recognize that stigma is a significant barrier that prevents people from seeking treatment for alcohol use disorders. Create a workplace culture that promotes understanding and support. Initiate discussions about substance use disorders at least annually to normalize these challenges and encourage employees to seek assistance without fear of judgment. Lead with empathy and compassion, especially when supporting an employee who has a loved one battling alcohol use, as the emotional toll can impact their work life.

Frequently asked questions