Alcohol Awareness in the Workplace

Let’s face it, most of us enjoy a drink from time to time. Whether it’s a couple of pints while watching the football, sharing a bottle of wine over a Sunday roast or simply winding down after a long day, it’s all part of a balanced lifestyle for many.

However, what often gets overlooked is the aftereffects of having “just a few” the night before. Fatigue, slower reaction times and impaired judgement don’t always disappear after a good night’s kip. This is particularly problematic if someone is driving, operating machinery, working at height or making safety-critical decisions the next day.

Whilst everyone has a right to decide what they do in their private life, employers must remain aware of their legal duty to provide a safe working environment. Likewise, employees have a responsibility to take reasonable care of their own health and safety, as well as that of others.

This week, we want to simply raise awareness that an employee doesn’t need to have an alcohol dependency for alcohol to become a workplace issue. Sometimes, it’s simply a case of someone underestimating the lingering effects of alcohol.

Recognising the Signs

Knowing how to identify the signs that someone may be under the influence of alcohol and intervening early is key. Whilst there is no single tell-tale sign, particularly when it comes to someone with a longer-term dependency issue, there may be a combination of indicators. These may include:

• Slurred speech, confusion, difficulty communicating clearly or following instructions.
• Appearing unusually tired, drowsy or unwell
• The smell of alcohol on breath or clothing during working hours.
• Poor coordination, unsteady movements or reduced physical control.
• A noticeable decline in performance, concentration or ability to complete usual tasks.
• Increased mistakes, poor judgement, risk-taking or unsafe working practices.
• Changes in mood, behaviour or personality, such as irritability, withdrawal or unusual reactions.
• Frequent lateness, unexplained absences or regular issues with attendance.

It’s important to remember that these signs do not automatically mean someone is under the influence of alcohol, they could well be caused by ill-health, medication or other issues. What is important is that they are handled in accordance with your welfare procedures and drugs and alcohol policy.

Approaching Issues

If you are worried that someone may be under the influence of alcohol, then our advice would be to initially approach the situation from point of concern. Focusing on the facts and highlighting the specific behaviours which have caused your concern. If you have an alcohol policy permitting you to breathalyse staff, it is also recommendable to enforce this, especially if the individual works in a safety critical role.

If an employee is suspected to be under the influence of alcohol at work, the first priority is safety. They should be removed from the workplace where appropriate and supported to leave safely. The matter should be addressed once they are fit to engage in the process.

Each situation should be considered on its own facts; however, working under the influence of alcohol should be treated as a serious matter and managed under your Alcohol and Drugs Policy and disciplinary procedure. Where gross misconduct is established following a fair process, action up to and including summary dismissal may be appropriate.

If the concerns appear unrelated to alcohol but the employee is still presenting as unfit for work, consider removing them from the workplace and seek appropriate advice before deciding on next steps.

For any specific guidance we would urge you to contact us.