Alcohol may play a large part in your employees’ social lives. They may drink together socially after work, wine and dine clients, and even head to the pub during their lunch hour.
Clearly, you cannot police what employees do in their own time. However, when alcohol use starts to impact their productivity and ability to carry out their role, it can pose a significant problem to you, their employer. Many businesses are unsure of their legal position in relation to the issue and whether drinking alcohol at work justifies a disciplinary in the UK.
Call us now on 01491 598 600 or email us on cw@gaphr.co.uk and we will be delighted to help you.
What Are The Problems Caused By Alcohol At Work In The UK?
Excessive alcohol consumption can cause a variety of problems for employers. In fact, it is estimated that some 17 million working days are lost each year as a result of alcohol-related illness, at a cost of around £7 billion to the UK economy (Association of Directors of Public Health, 2023).
Examples of the types of problems employee alcohol consumption can cause include the following:
- Reduced productivity
- Lateness and absenteeism
- Mistakes
- Poor behaviour
- Morale issues among other employees
- Reputational harm
What Is The Law Relating To Alcohol At Work In The UK?
There is no specific law that addresses alcohol consumption at work in the UK. However, health and safety legislation places employers under a legal obligation to ensure their employee’s wellbeing whilst carrying out their duties. If you are aware that an employee is under the influence of alcohol and may be at risk of harm, you may be in breach of your duties if you take no action to address the issue.
Furthermore, specific industries are subject to additional regulations. For example, the use of alcohol by those employed in the transport industry is rigorously controlled.
Can Drinking Alcohol At Work Justify Disciplinary In The UK?
Since no specific laws regulate the use of alcohol at work, it is up to each individual employer to create and implement policies to reflect their organisation’s outlook on the issue. You are allowed, no matter what industry you are in, to implement a complete ban on employee alcohol consumption.
Your policy should state that being under the influence of alcohol at work will be deemed gross misconduct. That way, your employees will know to expect disciplinary action in the event they fail to comply with it.
When you have assessed the risk posed by being under the influence of alcohol at work and put the appropriate policies in place, you should ensure your employees are aware of their obligations and the potential consequences of non-compliance. You would normally include the policy in your Employee Handbook.
What Should You Do If You Suspect An Employee Has A Problem With Alcohol?
If you suspect an employee has a problem with alcohol, it is essential to address the situation with a focus on maintaining workplace standards and productivity. Begin by documenting any instances of poor performance, absenteeism, or inappropriate behaviour that negatively impact the team or company. You do not need to do a breathalyser test, just concentrate on their behaviours at work.
Arrange a private meeting with the employee to discuss these issues, emphasising the specific behaviours that are unacceptable and how they are against company policies. Make it clear that continued poor performance or misconduct may lead to disciplinary action, up to and including termination, if the behaviour does not improve. Follow your organisation’s disciplinary procedure to ensure a fair and consistent approach.
While offering support resources may be part of the process, the primary goal should be to reinforce the importance of adhering to professional standards and responsibilities.
Alcohol at work and disciplinary UK can be a thorny issue for employers. Our HR advisors specialise in assisting small businesses with this and all other types of workplace issues. We will take the time to understand your business so we can advise on an appropriate alcohol policy. We can also support you in dealing with employees who contravene the policy ensuring your response is fair, reasonable, and lawful.
Our clients’ interests are at the heart of everything we do, and we are proud to have received client feedback praising our no-nonsense approach.
Call us now on 01491 598 600 or email us on cw@gaphr.co.uk and we will be delighted to help you.
References
Association of Directors of Public Health (2023). Alcohol Awareness Week 2023. [online] Association of Directors of Public Health. Available at: https://www.adph.org.uk/2023/07/aaw23/.
