How to spot Alcohol Addiction in the Workplace
We’ve all heard stories of someone whose drinking started as “just a few beers after work” and slowly spiralled into something more serious. With the rise of remote working, it’s even easier for these struggles to remain hidden. Alcohol addiction often hides in plain sight, masked by excuses, social norms, or the blurred boundaries of modern work environments. For employers, learning to recognise these warning signs is essential—not just for safeguarding productivity but for supporting employees on their journey to recovery. Addressing addiction with empathy and action can transform lives and create a healthier, more resilient workplace.
For the HR professional, there is often a concern that an employee may be experiencing issues with alcohol before there is concrete evidence. If an employee has been identified as potentially having an alcohol problem, there is a dilemma around how much of an asset (or a liability) they are to the company; whether to support them to try to get into recovery or to go down the warning and disciplinary route. If the employee turned to alcohol because of work-related stress, then arguably there is also a moral consideration. It is frequently an uncomfortable situation for all involved.
Spotting the Signs
Alcohol addiction can significantly impact workplace performance and employee well-being. Identifying potential issues early is key. Signs to watch for include:
Difficulty cutting down or stopping alcohol use.
Continued drinking despite negative personal or professional consequences.
Cravings or strong urges to drink.
Increased tolerance or needing more alcohol for the same effect.
Withdrawal symptoms like irritability, restlessness, nausea, or tremors.
Frequent hangovers or blackouts.
Patterns of sickness or absences, especially after weekends.
Subtle signs during remote work, such as missed deadlines, unusual behaviour on virtual calls, or unexplained unavailability.
Why Support Matters
Having an environment or infrastructure that allows people to come forward without prejudice may encourage colleagues to reach-out for the help they need. Particularly if HR policy encourages people to come forward and seek help without fear of dismissal. If an employee identifies themselves or is identified as having a problem with alcohol, the first step should be supportive. Addressing alcohol addiction benefits both the individual and the organisation. Employees who recover often become loyal and high-performing contributors. Open dialogue, effective policies, and clear signposting to resources foster a culture of trust and recovery, whether in the office or remotely.
Supporting Employees with Alcohol Addiction
Creating a supportive culture encourages employees to seek help without fear of dismissal. Key steps include:
Encourage employees to consult their GP for assessment and referral to relevant services.
Provide information about local and national support, such as Alcoholics Anonymous (0800 9177650) or for those in the Bristol area contact Bristol Drugs Project (0117 987 6000)
Develop HR policies that balance support with accountability, ensuring early intervention without judgment.
Adjust policies to include considerations for remote workers, like virtual check-ins and additional support resources.
How P²HR Can Help
At P²HR, we have the expertise to support your business and specialise in crafting supportive workplace policies around alcohol and substance misuse. We can help you:
Develop and implement proactive policies that address challenges unique to remote and hybrid work environments.
Create signposting to resources and support networks.
Establish effective absence management procedures and virtual support strategies.
By creating an environment that normalises discussions around alcohol and supports initiatives like Dry January, your organisation can inspire positive change. Supporting employees through recovery not only changes lives but also strengthens your workforce. Reach out to P²HR to ensure your organisation is equipped to handle these challenges, both in the office and for remote teams.