alcohol-related dependency at work

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.

If you notice changes in behaviour or performance, e.g. increased absence, lateness, poor work performance that alert you that there may be an issue, it is important to raise your concerns.

However, this may be a difficult conversation, as these signs may be caused by any number of things, e.g. a mental health problem. In these situations, we would recommend the following approach:

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 of a response than ‘Is everything alright?’ (to which a person may just say ‘yes’); behaviour (e.g. unkempt dress, than ‘alcoholic’ or ‘alcoholism’ or access these services. You may any element of the employees’ role that may put them or others at risk.

Stress that the intention is to try to Confidentiality support the person; Reassurance that only those Focus the discussion on specific employee’s situation will be examples of concerning informed. changing attitude, deterioration in If the employee denies that there punctuality, and so on); is an issue, or is not prepared to If the employee is prepared to access to an occupational health discuss the situation with you, service, you could suggest this ensure that they do not feel under route as the employee may be pressure or judged. Use the terms more open to help from external ‘problem with alcohol’ rather services. who need to be aware of the discuss it with you, and if you have ‘addicted’; To fulfil your duty of care to your employees, you may also consider Treat the matter in a non- subscribing to an Employee judgmental and confidential way; Assistance Programme which Thank them for their disclosure. could provide valuable help, Offer support and counselling. advo Employee Offer the support of occupational Benefits team would be pleased health and your Employee to help you source an Employee Assistance Programme if in place Assistance Programme for your and explain how employees can business. such as confidential helplines also want to list other sources of You may also need to keep a support that employees could ‘watching brief’ on the employee’s approach (e.g. their GP, specialist behaviour over a period of time to charities e.g. AA, NA, Drinkaware see if the problematic behaviours or FRANK). continue. Make a note in their HR file to record the fact that Time Off you have raised the issue and If the person has already recording the person’s response. contacted specialist agencies for If things do not improve, you support or is seeking professional may want to retry the approach support, identify how the company above, although you may need to can accommodate them (e.g. consider starting your disciplinary what time off might be needed). or performance management/ capability procedures. In these The Workplace circumstances, advo hr would Consider any health and safety be able to provide guidance implications and whether there is and support.