The issue of alcohol misuse can severely impact employee health, performance, and safety. Yet few employers are adequately equipped to handle it.

According to Public Health England, alcohol misuse contributes to over 7,000 deaths annually in England, with more than 350,000 alcohol-related hospital admissions each year. Rehabs UK reports that 35 percent of Britons are defined as binge drinkers, ranking the UK third among OECD countries for binge drinking.

Lester Morse, founder and director of Rehabs UK, emphasises that the normalisation of drinking makes it difficult to identify and address alcohol addiction. Common social phrases like “It’s wine o’clock” and the portrayal of alcohol use in media contribute to this normalisation, which in turn makes it more difficult for individuals to recognise when drinking becomes problematic.

Despite the prevalence of alcohol misuse, it remains a hidden problem in many workplaces. A CIPD report published in 2020 indicates that alcohol misuse adversely affects employees’ health and job performance.

The Role of HR in Supporting Employees

Key signs of alcohol addiction, which include secretive behaviour, increased consumption, finding hidden bottles, odd sleeping patterns, and memory loss. Many struggling with addiction hide their drinking due to shame and fear of being confronted.

The CIPD report also highlights the role of workplace culture in alcohol consumption. Most employers (84%) reported that alcohol is commonly available at official work social events. While nearly half view this positively, a quarter noted that some employees avoid events due to the expectation to consume alcohol.

HR professionals have a chance to play a critical role in managing alcohol misuse in the workplace. The CIPD report reveals that while most organisations have specific drug and alcohol policies, only a minority provide information on support services for employees. Notably, 69 percent of employees referred to rehabilitation support by their employers remained with their organisation.

Key steps for HR as outlined by CIPD include:

Policy Implementation: Establishing clear policies that prioritise employee wellbeing alongside disciplinary measures.
Manager Training: Ensuring line managers receive training to handle disclosures and guide employees towards support.
Promoting Awareness: Creating an environment where employees feel comfortable seeking help without stigma.
Preventing Misuse: Incorporating substance misuse considerations into wellbeing programmes, as well as regularly assessing stress levels and working conditions.
Supporting Rehabilitation: Offering time off for treatment and ongoing support to retain valuable employees post-rehabilitation.