Alcohol Awareness Week presents a valuable opportunity for employers to examine the often-overlooked role alcohol plays within the workplace. While alcohol consumption is commonly viewed as a personal matter, its effects can significantly influence team dynamics, employee wellbeing, organisational productivity, and workplace safety. In England alone, over 25 million adults regularly consume alcohol. Statistically, individuals who drink are more likely to be employed than those who do not, indicating that alcohol use is an active consideration for the working population.
At the same time, stress remains a pervasive challenge within the workplace. According to Ciphr’s 2024 survey, 86% of individuals in the UK report experiencing stress at least once a month, with one in nine feeling stressed daily. Women report the highest levels of stress, often due to a combination of occupational pressures and external responsibilities. Additionally, 27% of people say that workplace stress makes them drink more.
However, alcohol is a depressant, and rather than alleviating stress, it can exacerbate it. Alcohol disrupts the brain’s chemical balance, impairing emotional regulation and
potentially leading to heightened anxiety, low mood, and reduced impulse control. Over time, regular or binge drinking (defined as more than six units in one session for women, and more than eight for men) may worsen the very symptoms it is intended to relieve.
In addition to its effects on mood, alcohol significantly disrupts sleep quality. By reducing time spent in the restorative Rapid Eye Movement (REM) stage, it impairs cognitive recovery and emotional processing. As a result, even a full night’s sleep may leave an individual feeling fatigued and less resilient to stress the following day.
These effects are not confined to personal health; they extend into the workplace. Between 3% and 5% of all work absences are linked to alcohol consumption. One in four employees reports that drugs or alcohol have affected them at work, with nearly as many indicating a decline in productivity as a result. Furthermore, 35% of people state they have observed colleagues under the influence while at work.
Nevertheless, the workplace is also well-positioned to be part of the solution. Under the Health and Safety at Work Act 1974, UK employers have a legal duty of care to safeguard the health, safety, and welfare of their employees. The Management of Health and Safety at Work Regulations 1999 further require employers to assess and manage workplace risks, including those related to stress and substance misuse. Where alcohol use intersects with long-term mental health conditions, the Equality Act 2010 may also apply, entitling affected employees to reasonable adjustments and protection from discrimination.
While employers are not expected to diagnose or treat substance use disorders, they do play a critical role in fostering a culture of support and early intervention. This includes implementing clear and consistent policies, training managers to identify signs of distress, and offering access to confidential support services such as Employee Assistance Programmes.
What employers can do:
- Have a clear alcohol and substance misuse policy: outlining expectations, disciplinary procedures, and support options for employees
- Provide training: help managers identify the signs of alcohol misuse and know how to respond both compassionately and legally
- Encourage open conversations: stigma prevents people from seeking help, employers should create a workplace culture where mental health and substance issues can be discussed without judgement
- Reconsider alcohol at work events: offer alcohol-free alternatives, encourage inclusive planning and avoid making drinking the central activity
- Address workplace stress and proactivity: offer workload support, flexible working options, mental health days, and wellbeing initiatives to reduce the root causes of alcohol misuse
Alcohol Awareness Week is a timely reminder that alcohol-related harm is not limited to individual choices, it is a workplace concern that merits proactive attention. By addressing it openly and responsibly, organisations can create safer, more supportive environments where all employees can thrive