Becky Spencer explores ways that employers can help support healthy behaviour around alcohol among staff.
 

Alcohol and the workplace are not a good fit at any time but at this time of the year, with parties and Christmas meals, they meet head-on. For employers, this can raise some challenging issues but alcohol use and misuse are really something that should be on an employer’s radar all year long.

And, of course, when it comes to managing workers in safety-critical roles, such as those operating machinery, using electrical equipment or ladders, operating heavy lifting equipment and driving, it is. Workers in these type of roles should be subject to strict zero tolerance alcohol policies which often include random alcohol testing.

But the impact of alcohol use and misuse in the workplace is much more widespread, resulting in absenteeism, presenteeism and a loss of productivity. A YouGov survey of GB adults found 44 per cent admitted to taking sickness absence when they were really just hungover. And if you’re reading this thinking this isn’t an issue that affects your workplace, the data on the number of people who drink alcohol would suggest otherwise.

The latest Health Survey for England alone found more than half (56 per cent) of all adults reported drinking alcohol in the week before the survey, and 11 per cent said they had drunk alcohol on five or more days in that week.

Health effects

While most of these drinkers (88 per cent) were categorised as having low-risk (for health) drinking behaviour, that is drinking less than 14 units of alcohol per week, an estimated 10 million people in England regularly exceed the UK Chief Medical Officers’ low-risk drinking guidelines, including 1.7 million who are considered higher risk  drinkers because they are consuming more than 35 units of alcohol per week if they are female and more than 50 units per week if they are male.  In addition, there are thought to be around 600,000 people in England who are dependent on alcohol.

Of course, for most employees their alcohol consumption will have no direct effect on their work performance but it could play a role in how good their overall health is, which plays a role in their work attendance and productivity. A recent Public Accounts committee inquiry heard that alcohol is linked to over 100 illnesses, can drive mental disorder, self-harm and suicide, and is a major cause of preventable death.

Workplace support

The workplace provides an ideal opportunity to support and encourage healthy behaviour around alcohol. Raising awareness of responsible drinking and the impact of alcohol on health should be part of a company’s general health and wellbeing strategy. Preventative action in the workplace can help guard against future alcohol dependence to the benefit of the business and its employees.

Some employers may have concerns about crossing the line between their employees’ private and work life by raising the issue of responsible drinking. But by ensuring discussions about alcohol and its health risks are part of a wider health and wellbeing agenda, employers are simply providing information on which individuals can base their own choices on.

Business in the Community (BITC) in association with Public Health England has produced a ‘toolkit’ to help  employers address the issue of alcohol use and misuse in the workplace. It includes simple, practical steps that can help every organisation develop an approach that fits the needs of their staff and business. Steps include:

• Make a commitment. Senior leadership should make a clear and visible commitment that policies on alcohol are central to the organisation’s approach to health and wellbeing, and preferably appoint a senior member of staff to drive this forward.

• Build your approach. The senior leadership team should ensure it understands and acts on all its legal obligations concerning alcohol and risk management in the workplace and engages with employees about their health and wellbeing needs.

• Positive culture. Create a positive workplace culture where employees feel supported, valued and encouraged to consider their own use of alcohol. A positive workplace culture is also one where employees feel comfortable asking for support if they need it, secure in the knowledge their job is not at risk and their employer will help them.

• Support and training. Information on where and how to access support for alcohol problems should be freely shared with every employee. Line managers should receive training that helps them recognise problems with alcohol and gives them confidence in handling sensitive conversations. They also need to know where to signpost staff to sources of support.

• Helping people to recover. Ensure employees who experience ill health as a result of alcohol misuse and have to take time off work are given appropriate support to help then return when ready, including reasonable adjustments such as flexible working. Alcohol-related problems should be considered like any other health problem at work and without any discrimination.

• Going further. Conduct a survey to assess the health and wellbeing needs of employees. Online surveys can be easily set up and completed anonymously and can help provide insight into areas such as: what employees know about the effects of alcohol on health and safety; their understanding of any restrictions or rules on alcohol in the organisation; and perception of drinking culture within the organisation.

• Run health promotion activities. January is the perfect time to run health promotion activities focusing on alcohol. A recent survey by the charity Drinkaware found that while two-thirds of UK drinkers intend to drink more alcohol over Christmas than they typically would at other times of the year, more than half (56 per cent) of drinkers are already planning on reducing their alcohol consumption in 2025. Promoting initiatives such as Dry January, in which people abstain from alcohol for a month, is a great way for those who feel they need to cut down on the amount of alcohol they consume to get started. Dr Richard Piper, CEO of Alcohol Change UK, which organises Dry January, says: “Being alcohol-free for 31 days shows us that we don’t need alcohol to have fun, to relax, to socialise. That means that for the rest of the year we are better able to make decisions about our drinking, and to avoid slipping into drinking more than we really want to.”

Managing employees with problems with alcohol use can be challenging for employers, and the health and life impact on the employee can be devasting. By taking a proactive approach and using the workplace to promote healthy behaviours around alcohol use employers can help create a healthier workforce which, after all, is what all employers want.