Research shows that nearly 15 million Americans have an alcohol use disorder, the clinical term for an alcohol addiction or alcoholism, meaning most employers will someday encounter alcoholism in the workplace. Employee alcoholism can have a negative effect on productivity and workplace safety, but there are ways to help employees who are battling alcohol addiction so they can return to productivity.
There are some common signs of substance abuse, as well as specific signs associated with alcohol addiction. Consider these signals if you are concerned about employee alcoholism:
Working remotely can bring unique challenges around alcoholism at work. Employees coping with isolation and loneliness while working remotely may turn to alcohol to cope. A recent study found that 55% of American adults increased their alcohol use during the COVID-19 pandemic, with 53% reporting they did so to cope with stress. Working from home can create additional anxiety during an already difficult time.
Employees working remotely may also escalate their alcohol use because of the privacy of working from home. They may be more likely to drink in the evenings since they don’t report to the office. They may consume alcohol during the workday with less chance of being caught drinking on the clock.
This can be a complex issue for employers to address, but remote workers can be held accountable for substance abuse, even if they are not physically in the office. An employee being paid for work who does not complete it violates company policy, even if they are drinking from the privacy of home. It is essential that this fact is clearly communicated to remote employees. It may be helpful to delineate specific substance abuse policies that pertain to remote work.
If you notice symptoms of alcoholism at work, supporting your employees protects the workplace and ensures their well-being. Addressing the issue can help them maintain their health and return to being productive at work.
Having a conversation with your employee about their alcohol use can be unpleasant, but it does not have to be. Addressing alcoholism in the workplace is possible if you keep these tips in mind:
Another helpful way to offer addiction recovery support in the workplace is to allow employees to participate in a return-to-work agreement. These agreements, also called last chance agreements, are not required by law but give employees a second chance when they have violated a company policy about substance abuse. They stipulate conditions an employee must follow to keep their jobs when they have violated workplace policy. For example, an employee who violates policy by coming to work under the influence may be given a return-to-work agreement that states that they must complete treatment and remain sober to avoid termination.
A return-to-work agreement shows that you as an employer value recovery and want to offer employees a chance to get treatment to address alcohol-related problems that have caused work performance issues. While the law may not require return-to-work agreements, the Americans with Disabilities Act (ADA) defines both current and former alcoholism as a disability, meaning that an employee struggling with an alcohol use disorder has legal protections and a right to reasonable accommodations at work.
You can also support employees with alcoholism by investing in an employee assistance program or EAP. An EAP can provide assessments, education, short-term counseling and refer employees to other services as needed. Some workplaces have an EAP in-house, but many have contracts with outside organizations to provide these services.
Addressing alcoholism in the workplace also means being a resource to your employees. Create a climate where they are comfortable talking to you about personal struggles because they know you will be understanding and offer them support. This does not mean that you condone dangerous behavior like alcohol abuse in the workplace; it simply means that you create a nonjudgmental environment where employees can receive help for problems instead of being punished.
The Recovery Village regularly works with and guides employers through developing an EAP program, creating workplace policies and finding resources for employees.
For those seeking treatment for alcoholism and co-occurring mental health conditions in the Pacific Northwest, The Recovery Village Ridgefield is here to help. Contact us today to discuss treatment options that may work for you.
Medical Disclaimer: The Recovery Village aims to improve the quality of life for people struggling with a substance use or mental health disorder with fact-based content about the nature of behavioral health conditions, treatment options and their related outcomes. We publish material that is researched, cited, edited and reviewed by licensed medical professionals. The information we provide is not intended to be a substitute for professional medical advice, diagnosis or treatment. It should not be used in place of the advice of your physician or other qualified healthcare provider.