Confronting an employee who smells of alcohol can be an extremely challenging situation. It’s essential to handle it correctly to maintain a safe and productive workplace. Recent statistics highlight the importance of addressing this issue promptly and effectively.
A survey revealed that 85% of 2,600 respondents have encountered drunkenness in the workplace within the past year. Of these, a shocking 31% admitted to being drunk at work or having impaired work capacity due to alcohol at least once a week. Employees in public-facing roles were found to be more likely to stay sober, but the overall statistics are concerning:
Alarming Statistics
- As of January to March 2024, the number of people aged 16+ in employment in the UK was estimated to be 33.0 million
- Applying the 31% statistic, around 10.23 million workers could be under the influence of alcohol or have impaired capacity each week.
- This means that about 1 in 4 UK businesses have at least one worker weekly who is unable to perform their duties properly due to alcohol.
- The Institute of Alcohol Studies estimates a 5.06 billion annual loss in productivity due to alcohol-related issues.
- Additionally, 17 million working days are lost each year to alcohol-related sickness, with 200,000 workers showing up hungover daily.
31% of employees admitted to being drunk at work or having impaired work capacity due to alcohol at least once a week.
Steps to Take If You Smell Alcohol on a Worker
Approach the Situation with Discretion
- If you suspect an employee is under the influence, address the matter privately.
- Remember, the smell of alcohol could be from the night before or certain medications, not necessarily recent drinking.
- If the employee admits to having an alcohol problem, signpost them to seek help from their GP or specialised organisations.
Implement an Alcohol Policy
- Ensure your company has a robust alcohol policy.
- Communicate this policy clearly to all employees, outlining expectations and any zero-tolerance stance.
- Specify rules regarding alcohol consumption, such as prohibiting it during lunch breaks.
- Consider implementing an alcohol testing policy
Assess the Employee’s Ability to Work
- Determine if the employee can work safely; if not, consider sending them home.
- Follow up the next day. Discuss the situation further and gather more information.
Take Disciplinary Action if Necessary
- If the employee’s behaviour does not improve, consider relevant disciplinary actions, potentially dismissal in severe cases.
Proactive Monitoring
- Address the issue proactively, as statistics suggest it may not be an isolated incident.
Managing these situations can be incredibly challenging with a multitude of potential pitfalls. Handling these matters wrong can lead to significant issues for your organisation. For expert guidance and assistance in handling sensitive matters, contact Metis HR.
Our expertise can help you avoid the potential pitfalls and ensure you handle the matter appropriately and effectively. It’s crucial to get the right advice. Take action now, don’t let alcohol impact your workforce any longer. We’re here to provide you with the support and guidance you need.
Call Paul on 01706 565332 or email info@metishr.co.uk and book your FREE consultation.
- Case Study: Managing Pregnancy and Performance in the Workplace
- Analysis of the promises on employment rights being made in the run up to the General Election 2024
- How To Manage Employees With IBS
- Case Study: Dealing with an employee who is refusing to work their contracted hours
- The Top 5 HR Headaches To Relieve in 2024!
