Managing workplace drug and alcohol misuse during the festive season
With the festive season in full swing, many workplaces are enjoying the accompanying celebrations, whether that be office parties, after-work socialising, or company-wide shindigs. However, with the increase in social gatherings around Christmas, the risks associated with drugs and alcohol in the workplace also rise.
The statistics hold this out: almost one in ten UK workers have got into a punch-up after drinking at a Christmas work party, and one in twenty have drunk-driven. Another poll found nearly 10% have been disciplined or even sacked following a Christmas do, with reasons ranging from fighting, doing drugs, or behaving inappropriately. 26% of people have regretted something they did at a work party and 8% even considered leaving their job as they felt unable to face colleagues in the aftermath.
Employers, HR managers and employees must all be vigilant about maintaining health and safety standards while celebrating responsibly. This blog post explores the impact of drugs and alcohol in the workplace during the festive season, and offers practical strategies for promoting safety, awareness, and wellbeing.
The seasonal spike in alcohol and drug consumption
Seasonal celebrations bring cheer and a chance to unwind; however, they also come with higher instances of alcohol consumption and, occasionally, drug use. The season of goodwill means parties and events where alcohol is usually freely available, and where consumption may even be expected. A poll by independent alcohol charity Drinkaware found that people are more likely to feel pressured to drink at their work Christmas do (33%) than at any other time of year, including New Year’s Eve and Christmas Day. 29% said they felt extra pressure to drink over the festive period in general with colleagues.
Workplaces with liberal attitudes toward alcohol consumption may feel the impact of relaxed boundaries. While many people enjoy responsible drinking, some employees may find it hard to balance celebratory drinking with maintaining their professional duties. According to Drinkaware, one in six UK drinkers admits to having done something they regret at a work party. This figure rises to almost a quarter (22%) when it comes to adults with children living at home. Those with substance dependency issues might struggle more during the season, as parties or after-hours gatherings increase exposure and temptation to drugs and alcohol.
Health and safety risks of alcohol and drug use in the workplace
Alcohol and drug consumption in the workplace, even in small amounts, can compromise health, safety and productivity. For 9 to 5 workers, boozy office parties might result in alcohol in the bloodstream or a hangover the next day; for those who work unsociable hours, it may even mean going straight from a party to a shift.
So what are the issues? Here are some of the key risks of alcohol and drug use:
Impaired judgment and decision-making:
Alcohol and drugs alter cognitive abilities and impair decision-making, which is critical for workplace safety. In high-risk industries, such as construction and transport, even slight impairment can lead to dangerous errors.
Reduced reaction time and coordination:
Motor skills and response times are significantly slowed by alcohol or drugs. For roles that require operating machinery or vehicles, such as manufacturing or rail, even small amounts can be hazardous.
Increased risk of accidents and injuries:
Workplace accidents are more likely to occur when an employee is under the influence, which could result in injuries to themselves or others. The increase in seasonal business can compound this risk too.
Diminished productivity and morale:
Employees who consume alcohol or drugs at work or attend with a hangover exhibit lower productivity and lack of focus. This disrupts workflow and can cause resentment among colleagues who are impacted.
Legal and compliance issues:
Workplaces are legally required to provide a safe environment for staff, customers and others who may be impacted by any risk. Allowing - or failing to address - drug and alcohol use at work can expose employers to liability issues if an employee is injured or causes harm.
Practical ways to manage drug and alcohol misuse over the festive period
Companies can take proactive steps to promote health and safety, especially during the festive season. Here are some practical ways to create a responsible, safe, and inclusive environment:
Set clear policies and communicate them effectively:
Every company should have a clear policy regarding drugs and alcohol in the workplace, covering permitted behaviours, acceptable limits, and potential consequences for violations. Before the festive season begins, reinforce these policies with reminders about the company's stance on substance use. Drug and alcohol testing can provide clear and legally defensible protection to your business, staff, and customers.
Offer alternatives to alcohol at events:
Always ensure there are non-alcoholic options at company parties. Encourage consumption of alternatives by providing interesting non-alcoholic cocktails, or grown-up soft drinks that everyone can enjoy. Having these options visible reduces pressure and allows those who don’t drink to feel included.
Limit free alcohol at parties:
Many organisations provide a limited number of drink tickets for employees or close the bar at a certain hour to minimise overconsumption. Others limit free alcohol to only beer and wine (no spirits). It’s always a good idea to offer plenty of food to reduce the effects of alcohol.
Educate employees on health and safety risks:
Many employees may not fully understand the impacts of drug or alcohol use on their health, safety and job performance. Providing short workshops, online resources, or pamphlets about responsible drinking and substance abuse can be highly beneficial.
Provide access to support services:
Offering resources for employees struggling with substance dependency is important year-round, but especially crucial at times of heightened temptation. Make sure employees know about counselling options, Employee Assistance Programmes, and other resources (local and online) that support addiction or substance misuse issues.
Arrange safe transportation options:
If your company is hosting an off-site event where alcohol is served, consider offering shuttle services or facilitating ride-shares. Providing these options helps prevent employees from drinking and driving, enhancing safety for everyone.
The role of managers and HR in handling issues as they arise
Managers and HR representatives play a critical role in monitoring and managing drug and alcohol issues in the workplace. They must be prepared to handle any arising issues sensitively and constructively. Addressing issues early can prevent more severe consequences later.
Here are some things to consider:
Watch for signs of impairment:
During the Christmas period, managers should be vigilant for signs of impairment among employees. Slurred speech, lack of coordination, or erratic behaviour can indicate substance use.
Address issues privately and respectfully:
If a manager suspects an employee is under the influence of alcohol or drugs while at work, or that misuse is affecting their work, they should address it in a private, non-confrontational manner. The goal should be to understand and support, not to embarrass or discipline unnecessarily. However, consistent breaches of policy or safety protocols should be documented and managed according to the company’s disciplinary procedures.
Encourage open dialogue:
Employees should feel comfortable discussing any issues they might be experiencing around drugs or alcohol, without fear of judgment. Managers should encourage open conversations about health, stress, and substance use.
Provide regular training and improve awareness:
Training managers to recognise signs of substance abuse and to handle these situations calmly and professionally can lead to better outcomes. They should be knowledgeable about the company’s policies and prepared to provide support rather than punitive action whenever possible.
Supporting employee wellbeing during the holidays
Christmas is a time for celebration, but also a time of high stress for many individuals. Financial pressures, family obligations and year-end work demands can lead to increased anxiety, which some may try to cope with through substance misuse. To support employees' wellbeing during this time, consider these initiatives:
Encourage work-life balance:
Many employees feel pressured to meet year-end deadlines and targets, which can lead to burnout. Allow for flexible working hours or time off in lieu where possible, ensuring employees don’t feel overly stressed.
Foster a supportive environment:
Encourage a supportive workplace culture where employees feel valued and connected. This can reduce the likelihood of substance misuse as a coping mechanism for workplace-related stress.
Organise wellness activities:
Offering stress-relief activities, such as yoga sessions, mindfulness workshops, or health challenges, can be particularly effective during this period. These activities serve as healthier alternatives to alcohol-focused events, offering employees a chance to bond without the influence of substances.
Conclusion
The festive season is a time to celebrate, socialise, and look forward to a new year. However, it’s essential to balance festivities with the health, safety, and wellbeing of everyone in the workplace. Employers should take a proactive approach to preventing drug and alcohol misuse by implementing clear policies, offering education and support, and fostering a safe and inclusive culture.
By prioritising health and safety, employers can ensure that Christmas celebrations remain joyful and respectful, allowing everyone to feel comfortable, safe, and valued.
