Raising the bar on support: Alcohol Awareness Week at work

Talking about alcohol isn’t always easy. For many, it’s seen as a way to unwind after work or bond with colleagues. But it can also be a hidden driver of health issues such as anxiety, poor sleep and low energy, all of which can have a knock-on impact inside the workplace through things like reduced focus, more time off or dips in performance. 

Whether it’s missed deadlines, reduced performance or increased absenteeism or presenteeism, the impact of people’s drinking habits often shows up in subtle ways that aren’t immediately connected to alcohol. In some cases, though – particularly in safety-critical roles – the risks are much more direct.

Given the very real consequence it can have for employee wellbeing and the fact that alcohol costs UK employers an estimated £7.3 billion a year in lost productivity, it’s an issue we can’t afford to ignore.   

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Lead with empathy

If an employee is struggling with alcohol, empathy is key. It’s not always easy to speak up, especially when there’s fear of judgement or repercussions – so how your organisation responds matters.

Managers and HR teams should be trained to recognise the signs of substance misuse, such as changes in behaviour, dips in performance, or increased absences, and know how to approach sensitive conversations with confidentiality, care and compassion.

Make your policies clear – and caring

A clear drug and alcohol policy sets important expectations around safety and conduct – but it shouldn’t just be about rules. It should also outline the support available to employees, whether they’re concerned about their own drinking or worried about a colleague.

When policies are communicated with empathy and framed around wellbeing – not punishment – people are far more likely to come forward early and access help. This not only supports the individual, but also helps your organisation address issues before they affect performance, safety or team morale.

Promote healthier coping strategies

Work can be a significant source of stress, and without the right support, it’s easy for employees to turn to unhelpful coping mechanisms – alcohol being a common one. In fact, almost one in five adults in the UK say they drink alcohol to help them cope with stress or anxiety (Alcohol Change UK).

That’s why it’s so important to provide your people with healthier, more sustainable ways to manage stress and protect their mental wellbeing. Offering access to mindfulness sessions, movement breaks, mental health first aiders and wellbeing resources helps normalise self-care at work and empowers employees to take control of their mental health – without relying on alcohol.

Be open about testing

If your organisation carries out drug and alcohol testing, transparency is key. Clearly communicating why testing is in place, who it applies to, and what the process involves helps prevent confusion, reduce anxiety and build trust.

Testing should always be positioned as a tool for protecting health, safety and wellbeing – especially in safety-critical roles – and not as a punitive measure. When employees understand the purpose and feel the process is fair and respectful, they’re more likely to support it.

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Shout about your support services

An effective Employee Assistance Programme (EAP) can be a lifeline for employees, offering access to free, confidential support for a range of issues including addiction, stress, mental health problems and family concerns. But these services can only make a difference if people know they’re available.

Regularly signposting your EAP through emails, posters, intranet pages, manager briefings and wellbeing initiatives helps normalise help-seeking and reduces stigma. Encourage managers to speak openly about these resources too – it shows leadership buy-in and helps embed support into your culture.

Whether it’s one-to-one counselling, 24/7 helplines or expert advice, shouting about your support services ensures your team knows where to turn when they need it most.