advogroup.co.uk | alcohol-related dependency
alcohol-related dependency As an employer, mental health and alcohol-related dependency are difficult issues to approach and address. advo hr provides information, hints, tips and resources to help you support employees. Before lockdown, in March, alcohol related absence cost the UK £7.3 bn a year. Alcohol sales increased by 22% and outstripped food purchases in the immediate aftermath of lockdown and studies have found that 27% of people say their alcohol consumption has increased as a result of the COVID-19 pandemic. There a numerous pieces of employment legislation that relate to alcohol and drug misuse at work and all employers should have a clear policy on drug and alcohol misuse. We would always recommend that any alcohol related dependency issue is regarded, primarily, as a wellbeing issue. There should be a supportive culture in which employees are encouraged to disclose any problems and help is offered to prevent or address issues rather than waiting to take disciplinary action if any incidents occur.
of a response than ‘Is everything alright?’ (to which a person may just say ‘yes’);
any element of the employees’ role that may put them or others at risk.
Stress that the intention is to try to support the person;
Confidentiality
Focus the discussion on specific examples of concerning behaviour (e.g. unkempt dress, changing attitude, deterioration in punctuality, and so on); If the employee is prepared to discuss the situation with you, ensure that they do not feel under pressure or judged. Use the terms ‘problem with alcohol’ rather than ‘alcoholic’ or ‘alcoholism’ or ‘addicted’; Treat the matter in a nonjudgmental and confidential way; Thank them for their disclosure.
Offer support
Offer the support of occupational health and your Employee If you notice changes in behaviour Assistance Programme if in place or performance, e.g. increased and explain how employees can absence, lateness, poor work access these services. You may performance that alert you also want to list other sources of that there may be an issue, it is support that employees could important to raise your concerns. approach (e.g. their GP, specialist charities e.g. AA, NA, Drinkaware However, this may be a difficult or FRANK). conversation, as these signs may be caused by any number Time Off of things, e.g. a mental health If the person has already problem. In these situations, we contacted specialist agencies for would recommend the following support or is seeking professional approach: support, identify how the company Use open, non-judgmental questions to start the conversation. For example, ‘You’ve looked very tired over the last few days. How are you feeling?’ may elicit more
can accommodate them (e.g. what time off might be needed).
The Workplace
Consider any health and safety implications and whether there is
Reassurance that only those who need to be aware of the employee’s situation will be informed. If the employee denies that there is an issue, or is not prepared to discuss it with you, and if you have access to an occupational health service, you could suggest this route as the employee may be more open to help from external services. To fulfil your duty of care to your employees, you may also consider subscribing to an Employee Assistance Programme which could provide valuable help, such as confidential helplines and counselling. advo Employee Benefits team would be pleased to help you source an Employee Assistance Programme for your business. You may also need to keep a ‘watching brief’ on the employee’s behaviour over a period of time to see if the problematic behaviours continue. Make a note in their HR file to record the fact that you have raised the issue and recording the person’s response. If things do not improve, you may want to retry the approach above, although you may need to consider starting your disciplinary or performance management/ capability procedures. In these circumstances, advo hr would be able to provide guidance and support.
advocate autumn 2020 | advogroup.co.uk | 11
