Alcohol addiction and the workplace
How to spot potential signs that your employee may have alcohol addiction struggles and what to do about it.
It often feels that in the modern world there are many addictions to be concerned with. Some are arguably more socially acceptable than others. Some will certainly cause less damage than others. Exercise addiction or social media addiction are, in the main, less likely to cause the associated health and societal damage as alcohol or substance addiction. The relationship between addiction and mental health issues is becoming increasingly understood. From a work perspective that might complicate the situation more, where are the lines in the sand? When is intervention needed? When is the situation crossing ethical or disciplinary lines?
Alcohol addiction in the 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.
Signs your employee may have an alcohol addiction
Let’s start with how you identify someone with a drink problem. Classically, and according to DSM-5*,there are 9 physical signs of alcoholism, a number of which can often be observed in the workplace:
1. The inability to cut down or stop drinking
2. Continuing to drink despite negative health impacts and problems at home or work
3. Alcohol cravings or strong, uncontrollable urges to drink
4. Increased tolerance, or needing to drink more alcohol to feel the same effects
5. Experiencing symptoms of alcohol withdrawal when you stop drinking, including irritability, restlessness, trouble sleeping, depression, nausea, sweating, and tremors
6. Spending time feeling sick or recovering from the effects of drinking alcohol
7. Blackouts, or memory loss due to drinking
8. About 10 percent of people who use alcohol excessively also meet the criteria for an alcohol use disorder, according to the CDC. This can lead to severe short- and long-term effects. It has been linked to liver disease, certain types of cancers, heart disease, high blood pressure, and stroke.
9. Short-term physical effects can include alcohol poisoning and physically risky behaviour like unsafe sex or drunk driving.
Indicators of alcohol misuse impacting on performance may be apparent in absence records and sick notes and this should be taken into account as a factor at back to work interviews and 1:1 meetings. Employees may show patterns of sickness that may indicate weekend bingeing.
*diagnostic and statistical manual of mental health disorders (volume 5).
How to support your struggling employee
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.
When an employee identifies themselves or is identified as having a problem with alcohol, the first step should be supportive.
The employee should be encouraged to see their GP for proper assessment and they can then be referred onto alcohol services as necessary, for those living in Bristol organisations such as Bristol Drugs Project can help individuals through this journey.
Nationally, and for immediate help, Alcoholics Anonymous have a free helpline 0800 9177650 and have a convenient search function on their website to find upcoming meetings based on a postcode search.
Alcohol abuse is widespread and not confined to any group. It has high cost both at a personal level and to the organisation. It is often hidden but a culture of openness and support will help to get the problem acknowledged so that it may be managed. Treatment can work and people do recover. Supporting an employee through to recovery is likely to result in a more loyal and more committed employee who is an asset to the organisation.
Here at P²HR we have the expertise to be able to support your business whether you wish to implement appropriate policy to cover alcohol and substance misuse that is supportive but encourages employees to come forward and get the help they need. We can help you create the signposting in your organisation, to the relevant support networks and can support further by getting involved in implementing appropriate absence procedures.
If you need any advice, Please get in touch here