Alcohol Awareness Week is an annual event, and this year takes place from 1 to 7 July 2024. The event is aimed at increasing public awareness about the risks associated with alcohol and this years’ theme is “understanding alcohol harm.”
Alcohol Awareness Week is an annual event, and this year takes place from 1 to 7 July 2024. The event is aimed at increasing public awareness about the risks associated with alcohol and this years’ theme is “understanding alcohol harm.”
The focus is on educating people about the various ways alcohol can negatively affect health, relationships and communities.
Spectra HR regularly support employers who are concerned about members of staff who they know, or suspect have an unhealthy relationship with alcohol, so we thought this would be a good time to share some of our FAQs around alcohol issues in the workplace.
Our advice is to approach this conversation from a point of concern. Let the employee know that you’re worried about them, you’ve noticed a change (whether that be with their timekeeping, attendance, performance, appearance or general demeanour.) Tell them you’re concerned; you can go as far as asking them if they’re drinking if this is what you suspect. If they have personal issues, agree for them to take some leave or time off sick. We’ve had some clients that have agreed unpaid time off, for employees to take some time out to sort out their personal issues. If your employee is in a high-risk environment (driving, operating machinery) you could also support them by agree a change in duties if at all possible.
Employers are entitled to breathalyse staff but check your drugs and alcohol policy first.
This question comes up regularly, particularly in the run up to the Christmas Party season. Be clear on company expectations, remind everyone before the event that they are representing the Company and as such, are expected to behave responsibly on the day/night. Employers expect staff will be tipsy (if they choose to drink) but abusive and violent behaviour will not be tolerated. If someone displays signs of abusive and/or violent behaviour, they will be sent home, and disciplinary proceedings may be instigated when everyone is back in the office. Also, inform staff that there is a zero tolerance with regards to using illegal drugs and anyone caught in possession or under the influence will be facing summary dismissal.
If you have a drugs and alcohol policy, then read up on what the Company approach is. If not, then have a candid discussion with the employee to get an understanding of how serious the issue is. If there is an underlying trigger for them drinking, is this work related and how can you help? Encourage the employee to seek professional help and support or to take some time off, if required. If the issues mean they’re not fit for work, then suggest that they get themselves signed off by their doctor. If work is the trigger, consider a work-related stress risk assessment.
Introduce an absence management policy, which includes trigger points for managing absence. If employees know there are consequences for poor attendance, they are less likely to take time off sick.
Addiction is not considered a disability under the Equality Act 2010. If your employee is underperforming, then you have every right to follow your capability/disciplinary procedures. However, if their performance is impacted by a long-term underlying health condition, whether that be mental or physical health, because of alcohol abuse, then they may be considered disabled. If an underlying health issue is raised during a formal process, then issuing a warning could be viewed as discriminatory. At this point our advise is to consider asking your employee to consent to you obtaining a medical report from their doctor or refer them to an occupational health provider so you are able to get some expert medical opinion on whether their health is impacting their performance and if there are any reasonable adjustments that you should be considering.