The long-running Partygate affair put a spotlight on the drinking culture in 10 Downing Street, but it also highlighted a problem faced by many businesses.
Is it okay to go out for a pint at lunchtime? Can alcohol be consumed on the premises? How do you deal with staff who turn up for work with a hangover?
In the past, a lot of business was done in the pub or restaurant, or on the golf course and then in the bar, with bosses often leading the way, oiling the wheels of industry.
But times have changed, and employers not only have a legal duty to protect staff, but arguably a moral duty to lead the way in curbing excesses.
Under the Health and Safety at Work Act, employers must ensure the health, safety and welfare of their employees, who must also take reasonable care of themselves and anyone who could be affected by their work.
How can businesses deal with alcohol and drug abuse?
Managers and HR departments need to be able to spot the signs of drug and alcohol misuse in the workplace and develop a policy to deal with it.
Employees must also be consulted over health and safety matters, whose input could form a more effective policy.
Be aware of warning signs which could indicate drug or alcohol misuse, including:
- Changed or erratic behaviour
- More frequent and unexplained absences
- Lower productivity and conduct issues
- Potentially dangerous behaviour leading to accidents.
What can employers do?
Drug and alcohol screening: Some employers have adopted screening as part of their drug and alcohol policy, particularly in certain jobs like drivers or machinery operators.
This is a complex area, and you should seek advice from your legal professional before implementation.
Support for those employees with a problem: Once a policy has been adopted in the workplace, it’s important all staff are aware of it and what support can be offered through:
- Training and awareness courses for managers
- Learning to understand the signs of drink/drug abuse
- Helping an employee who admits to having drug or drink problems.
What to do if you suspect an employee is misusing drugs or alcohol
Employees with a drug or alcohol problem may ask for help at work if they are sure their problems will be dealt with discreetly and confidentially.
Samantha Randall, an Employment Law expert at Palmers, said: “If you are given information that suggests drug misuse has involved breaking the law at work, you might wish to consider your own legal position because of that.
“Not every employer will have access to occupational health services or an HR department, but employers can provide information about where staff can go for advice and help if they’re concerned about drug or alcohol misuse.”
For help and advice on drink and drug abuse in the workplace and matters relating to employment law, contact our expert team today.