Act in autumn to fix work-related alcohol issues year-round

Although alcohol is deeply embedded in so many of our lives – from celebrations to sport – it remains a stubbornly taboo topic in many workplaces.

However, research from the team here at Alcohol Change UK has revealed the deep impact that work is having on the amount of alcohol we drink, which in turn can impact on health and performance.

We found that nearly two-thirds (64 per cent) of UK workers drink alcohol for work-related reasons, with factors like job stress, pressure, anxiety and job insecurity behind increased consumption in the past 12 months. Remote working has further blurred the lines between work and home life, often encouraging longer hours and making it easier to drink more at home.

Susan Laurie: "If alcohol is not already part of your workplace wellbeing conversation, autumn is an ideal time to start."

Separate research found that people drinking more than 14 units of alcohol per week report more absences and days of reduced performance compared to non-drinkers. Even drinking at ‘lower-risk’ levels can impair workplace performance by affecting sleep and concentration.

Just think about what that means for safety-critical work environments: alcohol can cause fatigue, impairs judgement, slows reflexes and increases impulsiveness – posing serious safety concerns for those operating machinery or driving, risking harm to themselves and others.

As someone who engages with workplaces on a weekly basis, I feel passionately that employers must recognise that alcohol is not just a personal or disciplinary matter, but it is a workplace wellbeing issue. The evidence of alcohol’s impact on work is clear, and just like mental health or stress, it should be addressed with openness, empathy and practical support. When employers take a proactive, non-judgmental approach, it can be the difference between someone getting the support that they need, or the stigma continuing and alcohol becoming an even more serious problem.

Photograph: iStock

If alcohol is not already part of your workplace wellbeing conversation, autumn is an ideal time to start, especially as the nights get longer at home and ahead of the traditional party season.

So what can employers do?

1. Put alcohol on the wellbeing agenda
   Treat alcohol like any other health issue – offer education, early intervention, signposting to advice and access to support. Encourage open conversations around personal or colleague-related alcohol concerns.
   
   
2. Create a supportive alcohol policy
   A clear, well-communicated alcohol policy, focused on wellbeing, can foster a culture where people feel safe to seek help. For example, allowing time off for therapy or support groups shows commitment. But the policy will only
   be effective if everyone is aware of it and understands the contents.
   
   
3. Educate staff and train line managers
   Providing general alcohol education to all staff can break down stigma, dispel myths and normalise conversations about alcohol. Sharing information about reducing risks and the impact of alcohol on physical and mental health is a good start – find information and alcohol checker tools for you to use on our website.
   
   Line managers are often the first to notice when something is wrong. They should be trained to not only spot the signs that someone may be struggling with alcohol, but also to have honest, empathetic conversations without judgement. They should feel confident about addressing disclosures, knowing how to respond if someone is intoxicated, and directing staff to appropriate resources.
   
   
4. Lead with inclusion and empathy
   An inclusive and supportive culture must start from the top. Leaders should model healthy behaviours, challenge unhelpful drinking norms and offer Employee Assistance Programmes (EAPs) to send a powerful signal. Taking part in national initiatives like the Dry January® challenge (which is just three months away!) and Alcohol Awareness Week, and sharing free, expert resources from Alcohol Change UK will build openness and show your commitment.
   
   
5. Rethink workplace culture around alcohol
   We need to make it easier for anyone who is trying to cut down their drinking, and you can play your part by not allowing alcohol to take centre stage at workplace events. Calling out ‘sober shaming’ and the pressure to drink alcohol will go a long way.

More than eight in 10 (83 per cent) workers believe employers have some responsibility to address alcohol in the workplace. Having worked with many businesses over the years, we know that focusing on prevention and support is always better than waiting for issues to reach crisis point – and a healthier work culture will mean reduced negative impacts of alcohol on both individuals and your workplace as a whole.

We know that it can still be difficult to take the first step, and the team at Alcohol Change UK are the experts in training and education about alcohol in the workplace.

If you would like to know more, you can discover more on our website here or contact: [email protected]

Susan Laurie is consultancy and training manager at Alcohol Change UK