This isn’t an article to recommend banning alcohol in the workplace. Instead, its purpose is to promote a socially responsible approach that supports employee wellbeing. People leaders should consider various scenarios involving alcohol at work and their impact on employees, work performance, and organisational reputation to determine the best approach.
First, it’s important to consider when alcohol might be consumed:
- Being intoxicated or under the influence of alcohol at work while working: Straight up, being drunk at work is a serious health and safety risk and is likely to be considered a serious misconduct breach – particularly when it puts others at risk.
- Consumption of alcohol outside business hours: While this might not always impact work performance, it can still affect productivity and personal lives (from my experience hangovers and work aren’t an effective combo). For some employees, their consumption of alcohol outside business hours might not impact their work performance but (like me) it could be negatively impacting their personal lives.
- Work events where alcohol is supplied: When hosted responsibly, work events can be great for social connection and team building. However, there are also multiple risks including being held liable for any accidents or injuries, unprofessional behaviour leading to reputation damage and conflict among employees, suppliers, and/or customers once alcohol is added to the mix.
- Peer pressure at work events: Not all employees may be comfortable around alcohol either, including those who are driving, pregnant, recovering from addiction, or abstaining for religious or personal reasons. Some employees might feel pressured to drink to fit in, leading to discomfort and potentially unsafe situations.
So what’s your role as a people leader or wellbeing champion?
As a people leader or wellbeing champion, you can play an important role in how alcohol is (or not!) consumed at work. Here are some actions to consider:
- Role modelling responsible behaviour – this may mean having to consider your own relationship with alcohol or considering how you view alcohol.
- Question your employees if you think alcohol may be impacting their work performance – seek HR support if you don’t feel comfortable doing so
- Organise alcohol-free team building or social events
- Encourage event hosts at work to include alcohol-free drinks that go beyond orange juice and soft drink (see below!)
- Get together at times of the day that aren’t socially acceptable to drink like breakfast or lunch during the workday
What does an alcohol-conscious workplace look like?
An alcohol-conscious workplace prioritises employee wellbeing and fosters a supportive environment regarding alcohol use. It avoids excessive drinking and promotes healthier alternatives. Here’s what such a workplace looks like:
- Cultural norms – the culture doesn’t encourage excessive drinking or view alcohol as necessary for socialising or networking. Instead, it supports people to make their own choices.
- Drug and alcohol policy – the workplace has a solid policy that outlines acceptable behaviour regarding alcohol consumption, both during work hours and at work-related events.
- Resources and support – the workplace provides information and help for employees who may be struggling with alcohol use, including counselling services.
- Education and awareness – the workplace provides Alcohol&Me Workplace Workshops (or contact me as love to share my sobriety story and tips!).
- Responsible hosting of events – the workplace:
- Implements a drink limit or provides limited drink tickets
- Ensures a variety of delicious non-alcoholic or low-alcohol beverages are available (let’s do better than OJ and Coke please!)
- Hires bartenders who can monitor and limit alcohol consumption
- Arranges for transportation options to ensure employees get home safely
- Social activities – the workplace organises events that do not centre around alcohol consumption, such as sports, wellbeing initiatives, and team-building exercises.
By adopting these practices, people leaders can foster a more inclusive and supportive environment that respects individual choices and enhances overall workplace wellbeing.
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