Alcohol Awareness Week is coordinated by the charity Alcohol Change UK and this year takes place from 6-12 July 2026, with the theme being ‘Alcohol and me’ – challenging the stereotype that alcohol harm is an individual’s problem when in reality it affects communities (including workplaces), families, emergency services, and mental health.
From after work drinks to team socials at bars, alcohol is prevalent in workplace culture. By placing alcohol at the core of workplace socials this can inadvertently result in employees socialising in an environment where they are uncomfortable and feel pressure to drink or simply avoid the event altogether.
Employers have a duty of care to ensure the health, safety and wellbeing of their employees which includes addressing alcohol related issues in the workplace. Whether that be employees presenting signs of decreased productivity due to the influence of alcohol (such as coming to work hungover for instance) to serious health concerns and safety risks, alcohol can have a hugely detrimental impact on employees and employers.
How to deal with alcohol related issues in the workplace
How alcohol related problems should be dealt with by employers will depend on whether the issue which has arisen is one of misconduct – for instance where an employee has been at work whilst under the influence of alcohol – or a capability issue, for instance where the employee has an underlying alcohol problem which is impacting their ability to perform their role effectively.
So, in some instances, it will be appropriate for employers to take disciplinary action against employees but there will also be occasions where the appropriate stance will be to provide support to employees who are suffering with alcohol misuse.
The Chartered Institute of Personnel and Development (CIPD) recommends that preventing drug use and harmful drinking forms part of an organisation’s overall wellbeing offering. CIPD research from 2024 found that only 33% of UK employers provide information for employees on sources of support for drug and alcohol related problems. Providing this kind of information could allow for early detection of alcohol problems, and opportunities to intervene and provide support, all of which might avoid the potential for any issues relating to alcohol arising in the workplace.
Recognising signs of alcohol misuse in the workplace
The first step for employers is to recognise the signs that an employee may have a problem with alcohol. These signs may include:
- changes in behaviour, such as irritability, slurred speech or aggression
- decline in work performance or quality
- increased absences or frequent lateness.
Responding to suspected alcohol misuse
If an employee is struggling with alcohol misuse and approaches a member of HR to discuss this then the situation should be handled sensitively and confidentially. Consider the following steps:
- Offer support: Provide information about available support services, such as Employee Assistance Programmes (EAPs), counselling services, or alcohol awareness resources. Encourage the employee to seek help and reassure them that support is available.
- Adjustments to support recovery: If alcohol misuse is affecting the employee’s ability to perform their job duties, and they are actively working on trying to overcome those, consider whether you can make adjustments on a short-term basis to support their recovery. This may include temporarily reallocating tasks.
- Medical advice: If appropriate, suggest that the employee seeks medical advice or counselling to address their alcohol misuse.
It is worth noting that alcoholism itself is not considered a disability under the Equality Act 2010. However, if an employee’s alcoholism leads to them having a physical or mental impairment (such as a serious liver condition or depression), which has a substantial and long-term adverse effect on their ability to carry out their normal day-to-day activities, then the effect that it has on the individual may well be a disability. Legal advice should be sought before any disciplinary action or other action is taken which may lead to termination of employment, particularly if there is any concern that the employee may have a disability under the Equality Act 2010.
When may disciplinary action be appropriate?
If an employee is suffering with alcohol misuse but has declined help or assistance from the employer to help overcome this, or where they do not have an alcohol problem but attend work while under the influence of alcohol at the time, this is something that will typically be addressed as a misconduct rather than a capability issue.
Any disciplinary process should be carried out in accordance with the relevant policy and after a full investigation has taken place. In serious cases, e.g., where the employee has sought to operate machinery or drive a vehicle for work purposes while under the influence of alcohol, this may amount to gross misconduct. Any decision to dismiss should only be made after the investigation and in accordance with the organisation’s disciplinary procedure.
Implementing testing
Alcohol testing involves processing health data (special category data) and is intrusive, so employers should ensure any testing is necessary, proportionate and clearly justified (typically for health and safety reasons). If alcohol testing is going to take place (e.g., by the use of breathalysers) employers should have a clear policy in place setting out when testing may be carried out, how it will be conducted, what information will be collected, how it will be used, and how long it will be kept, as well as the consequences of a refusing to take part in the test or receiving a positive result.
Employers should identify an appropriate lawful basis under Article 6 UK GDPR and a condition for processing under Article 9 UK GDPR, as health data is involved. In practice, whilst obtaining consent from the employee prior to every test being carried out makes practical sense, relying on consent is unlikely to be appropriate in an employment context due to the imbalance of power between employer and employee.
It is preferable to make the right to test for alcohol a contractual term of the employment contract. Employees should be informed a refusal may lead to investigation and potential disciplinary action, but this should be considered on a case by case basis and applied proportionately in the circumstances. Again, a sanction up to and including dismissal for gross misconduct could be the ultimate outcome.
Testing should be approached with care. Blanket or random testing without clear justification may be difficult to justify and could undermine employee trust. A more targeted approach (for example, where there is reasonable suspicion or in clearly defined safety critical roles) is more likely to be appropriate. Employers should also ensure they only collect the minimum amount of information needed (for example, a simple pass/fail outcome where possible), restrict access to results, and retain data only for as long as necessary
The Information Commissioner’s Office has published guidance for employers on medical examinations and drugs and alcohol testing, as well as guidance concerning the handling of workers’ health information.
What can employers do?
Having processes and procedures in place to manage issues arising from alcohol in the workplace can help ensure employers are able to keep their workplace safe for everyone. There is no one size fits all approach to this, but there are lots that employers can do to assist Alcohol Change UK in achieving their purpose this Alcohol Awareness Week, whether that be:
- Switching office socials to activities like escape rooms, pottery painting or coffee mornings where alcohol is not involved.
- Providing employees with knowledge around the effects of alcohol.
- Keeping employees up to date with the workplace policies surrounding alcohol consumption.
- Ensuring employees are aware of the support that is available to them if they are worried about the amount they are drinking and would like to take steps to address this.