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Guide to supporting an employee with alcohol-related concerns

£12
Word count
Template words
419
Reading time
Reading time
5 mins

Our Guide to Supporting an Alcoholic Employee offers strategies to approach, assist, and guide employees dealing with alcohol-related challenges, fostering a supportive workplace.

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What is a Guide to supporting an employee with alcohol-related concerns?

Employers have a responsibility to support employees who are struggling with alcoholism. Here are some reasons why employers should support an alcoholic employee:

  1. Legal obligations: Employers have legal obligations to provide a safe and healthy workplace. An employee who is struggling with alcoholism may pose a risk to themselves and others if they are under the influence while on the job. Supporting the employee in their recovery can help to mitigate these risks.

  2. Employee retention: Alcoholism can lead to absenteeism, decreased productivity, and turnover. Supporting an alcoholic employee can help to improve their job performance, reduce absenteeism, and increase their loyalty to the company.

  3. Humanitarian reasons: Alcoholism is a disease, and employees who are struggling with this disease deserve compassion and support. Providing support for employees who are struggling with alcoholism is the right thing to do from a humanitarian perspective.

  4. Corporate social responsibility: Supporting employees who are struggling with alcoholism is part of a company's broader social responsibility to promote health and well-being in the workplace.

  5. Employee morale: Providing support for an alcoholic employee can help to improve overall employee morale. It shows that the company cares about the well-being of its employees and is committed to providing a safe and healthy workplace.

In summary, supporting an alcoholic employee is the right thing to do from a legal, humanitarian, and social responsibility perspective. It can also benefit the company by improving employee retention, job performance, and morale.

Applicable legal jurisdictions
In which jurisdictions can this guide be used?
Great Britain & NI (United Kingdom), Worldwide

Guide to supporting an employee with alcohol-related concerns

Supporting an employee who may be struggling with alcohol is sensitive. As a manager, approach the situation with compassion, keep matters confidential, and balance support with clear expectations.

Spotting the signs

  • Regular lateness or unexplained absences
  • Decline in work performance or missed deadlines
  • Noticeable changes in behaviour or mood
  • Concerns raised by colleagues (handled carefully and confidentially)

If you notice these patterns, take action early — do not wait until the situation escalates.

Step 1: First conversation (Week 1)

  • Arrange a private, confidential meeting.
  • Focus on observed behaviours, not assumptions (e.g., “I’ve noticed three instances of lateness this week…”).
  • Express concern for wellbeing and offer support.
  • Explain available resources: GP, Employee Assistance Programme (EAP), Alcoholics Anonymous, counselling.
  • Make a brief confidential note of the meeting.

Tip: Use “I” statements — “I’m concerned about you” rather than “You have a problem.”

Step 2: Agree a support plan (Weeks 1–2)

  • Ask what support the employee feels they need.
  • Encourage contacting GP/EAP and agree a timescale (within 1–2 weeks).
  • Consider temporary adjustments: altered hours, lighter duties, paid time off for treatment.
  • Schedule a follow-up meeting within 2–3 weeks.
  • Confirm actions and confidentiality in writing.

Step 3: Monitoring and check-ins (Weeks 3–8)

  • Hold review meetings every 2 weeks.
  • Encourage use of support services and adherence to treatment.
  • Monitor attendance, performance, and behaviour against expectations.
  • Be clear that support sits alongside personal responsibility.
  • Record each discussion and agreed actions.

Step 4: If there’s no improvement (After 6–8 weeks)

  • Explain that the matter may move into formal procedures.
  • For performance issues, follow the Capability Policy (targets, support, review points).
  • For conduct issues (e.g., being under the influence at work), follow the Disciplinary Policy.
  • State that continued issues may lead to warnings or dismissal.

Step 5: If safety is at risk (Immediate)

  • Remove the employee from duty if under the influence and unsafe; arrange safe transport home if needed.
  • Consider suspension on full pay while you investigate.
  • Conduct a formal investigation: gather evidence, witness statements, and the employee’s response.
  • Apply disciplinary outcomes where misconduct or gross misconduct is proven.

Step 6: Longer-term support

  • Acknowledge progress and milestones.
  • Continue reasonable adjustments where recovery is ongoing and business needs allow.
  • If relapse occurs, return to supportive steps; repeated cycles without improvement may lead to formal action.

Key things to remember

  • Lead with compassion and respect.
  • Maintain confidentiality at all times.
  • Document meetings and decisions.
  • Balance support with accountability and consistent policy application.

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guide to supporting an employee with alcohol-related concerns