Alcoholism in the workplace

According to the World Health Organization, globally, 107 million people are estimated to have an alcohol use disorder (AUD).

Several million more adults engage in risky drinking patterns that could lead to alcohol problems as well as:

  • Lost productivity

  • Healthcare costs

  • Traffic accidents

  • Legal expenses

  • Personal tragedies  

Numerous studies and reports have been issued on the workplace costs of alcoholism and alcohol use. It is a major factor in injuries at home, work and on the road. Globally, almost four and a half million people died from injury in 2019, with 7% of these deaths directly attributable to alcohol.

In the workplace, the costs of alcoholism and alcohol use manifest themselves in many different ways:

  • Absenteeism is estimated to be 4 to 8 times greater among people with alcohol use disorders and alcohol users.

  • Family members of people with alcohol use disorders also have greater rates of absenteeism.

  • Accidents and on-the-job injuries are far more prevalent among people with alcohol use disorders and alcohol users.

In the workplace

When the use of alcohol interferes with the employee’s ability to perform their duties, the employer has legitimate concerns, including the proper performance of duties, health and safety issues and employee conduct at the workplace.

Supervisors have an important role in dealing with alcohol problems in the workplace. You have the day-to-day responsibility to monitor your employees' work and on-the-job conduct. You are not responsible for diagnosing alcoholism in employees. Basic supervisory responsibilities include:

  • Assigning, monitoring, reviewing and appraising work and performance

  • Setting work schedules, approving or disapproving leave requests

  • Taking necessary corrective and disciplinary actions when performance or conduct problems surface 

  • Referring employees to your Employee Assistance Program (EAP)

At some point, you will likely encounter employees with problems related to alcohol in dealing with performance, conduct and leave problems. Sometimes, you may know there is a problem because the employee admits to having an alcohol use disorder or the problem is self-evident.

The supervisor’s role is not to diagnose the alcohol problem but to:

  • Exercise responsibility in dealing with the performance or conduct problem

  • Hold the employee accountable

  • Refer the employee to the EAP

  • Take any appropriate disciplinary action

The most effective way to get someone with an alcohol use disorder to deal with the problem is to make them aware that their job is on the line and that they must get help and improve performance and conduct or face serious consequences, including the possibility of losing their job.

Signs of alcohol use

 Leave and attendance

  • Unexplained or unauthorized absences from work

  • Frequent tardiness

  • Excessive use of sick leave

  • Patterns of absence such as the day after payday or frequent Monday or Friday absences

  • Frequent unplanned absences due to "emergencies" (e.g., household repairs, car trouble, family emergencies, legal problems)

The employee may also be absent from their duty station without explanation or permission for significant periods of time.

Performance problems

  • Missed deadlines

  • Careless or sloppy work or incomplete assignments

  • Production quotas not met

  • Many excuses for incomplete assignments or missed deadlines

  • Faulty analysis

In jobs requiring long-term projects or detailed analysis, an employee may be able to hide a performance problem for quite some time.

Relationships at work

  • Relationships with co-workers may become strained

  • The employee may be belligerent, argumentative or short-tempered, especially in the mornings or after weekends or holidays

  • The employee may become a "loner"

The employee may also have noticeable financial problems evidenced by borrowing money from other employees or receiving phone calls from creditors or collection companies at work.

Behavior at work

The appearance of being inebriated or under the influence of alcohol might include:

  • The smell of alcohol

  • Staggering or an unsteady gait

  • Bloodshot eyes

  • Smell of alcohol on the breath

  • Mood and behavior changes such as excessive laughter and inappropriate loud talk

  • Excessive use of mouthwash or breath mints

  • Avoidance of supervisory contact, especially after lunch

  • Tremors

  • Sleeping on duty

Not any one of these signs means that an employee has an alcohol use disorder. However, when there are performance and conduct problems coupled with any number of these signs, it is time to take steps so the employee can get help if it is needed.

Source: The U.S. Department of Personnel Management 

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