Drinking at Work: Workplace Policies and Safety Concerns

While occupational hazards are intrinsic to many professions, alcohol consumption introduces an additional, and often underestimated, layer of risk.

Studies reveal that over half of U.S. adults with mental health conditions are employed, and 70% of those struggling with substance use disorders, including alcohol addiction, actively participate in the workforce. This raises an important concern about worker safety, colleagues, and the public they serve.

What measures can be taken to mitigate these risks? Continue reading to learn more about the dangers of drinking at work and the role of workplace policies in creating a safer work environment for everyone.

Table Of Contents:

• How Does Drinking During Work Affect The Workplace?
• How Common Is Staff Drinking At Work?
• Drinking at Work Policy in the U.S.
• Signs of Alcohol Dependence at Work
• How to Deal With an Employee Drinking at Work?
• Considerations for a Better Workplace Culture
• Drinking at Work − Bottom Line
• People Also Ask

How Does Drinking During Work Affect The Workplace?

Substance misuse and substance use disorders (SUDs) are significant public and occupational health issues, imposing huge costs on society.

The economic effects of alcohol misuse cost approximately $249 billion annually to the U.S., which is no surprise considering approximately 6% of working adults report drinking to intoxication 1-3 times per month and nearly 3% report doing so one or more times per week.

Drinking in the workplace carries the following consequences:

• Alcohol can impair cognitive functions, reducing concentration and job performance.
• Employees who drink during work hours are likelier to miss work or show up late.
• Greater mistakes and errors lead to a decline in the quality of work and costly mistakes.
• Impaired motor skills and judgment increase the risk of workplace accidents.
• Employers may face legal liabilities if an intoxicated employee harms themselves or others.
• Colleagues may have to pick up the slack for a drinking coworker, leading to lower team morale.
• Drinking can lead to inappropriate behavior, conflicts, and strained relationships among employees.
• A drinking culture can harm the company’s reputation.
• Non-compliance against alcohol use on the job can result in legal actions and loss of licenses.

How Common Is Staff Drinking At Work?

The Substance Abuse and Mental Health Services Administration (SAMHSA) collects data on alcohol use in the workplace, revealing insights into heavy drinking patterns among full-time workers.

According to SAMHSA’s latest data, about 9% of full-time employees in the United States engage in heavy drinking while at work at least once a month. However, the prevalence of this issue varies significantly across different industries.

Industries with the highest rates of employees engaging in heavy drinking at work include:

• Mining, with 17% of workers affected
• Construction, with 16% of workers affected
• Food services and accommodations, with nearly 12% affected
• Entertainment, arts, and recreation, with 11.5% affected

On the other hand, industries with the lowest rates of workplace alcohol use among employees are:

• Insurance and finance, with 7.4% of workers affected
• Public administration, with 6.6% affected
• Educational services, with 4.7% affected
• Social assistance and healthcare, with 4.4% affected

Some of these statistics are serious, particularly in the industries where drinking alcohol at work is more prevalent. But how is this possible? Is drinking at work illegal?

Drinking at Work Policy in the U.S.

Although there aren’t specific employment laws directly addressing alcohol consumption in the workplace, certain industries are ruled by specific regulations that strictly forbid it.

For instance, in sectors where employees drive, operate machinery, or manage public transportation, consuming alcohol on the job is not allowed. This prohibition is backed by legislation such as the Department of Transportation (DOT) Regulations, which may criminalize operating vehicles while impaired by alcohol.

Yet, there are a couple of federal laws that protect employees with alcoholism at work and the workplace as a whole, including:

Drug-Free Workplace Act of 1988

This act requires federal contractors and grantees to maintain a drug-free workplace. While primarily focused on illegal drugs, many employers extend policies to include policies to avoid employee drinking at work and ensure a comprehensive approach to substance abuse.

Occupational Safety and Health Administration (OSHA)

The Occupational Safety and Health Administration (OSHA) is a federal agency under the United States Department of Labor responsible for ensuring employees’ safe and healthy working conditions by setting and enforcing standards and providing training, outreach, education, and assistance.

Addressing substance abuse in the workplace is a critical component of OSHA’s mandate to maintain a safe working environment.

Americans with Disabilities Act (ADA)

The ADA protects employees with alcoholism as a disability, requiring employers to provide reasonable accommodations. However, it does not protect employees currently using alcohol in a way that impairs job performance or safety.

Signs of Alcohol Dependence at Work

Identifying signs of an employee under the influence of alcohol in the workplace is crucial for maintaining a safe and productive environment. Employees struggling with alcohol abuse may exhibit various physical, behavioral, and performance-related symptoms.

Here are some common signs to know if you have a coworker drinking at work, as outlined by the U.S. Office of Personnel Management:

Physical Signs of Alcohol Use at Work

• Detectable odor of alcohol on the person’s breath or clothing.
• Red or glassy eyes can be a sign of excessive drinking.
• Neglect of personal grooming and appearance.
• Noticeable shakiness, particularly in the hands.
• Apparent symptoms of hangovers include headaches, nausea and sensitivity to light or sound.
• Difficulty in speaking clearly and coherently.
• Difficulty walking straight or maintaining balance.

Behavioral Signs of Drinking at Work

• Frequent, unexplained absences or a pattern of calling in sick, especially after weekends or holidays.
• Take more breaks than usual, particularly in the car or a secluded area.
• Being overly secretive about activities, especially those outside of work hours.
• Unpredictable or extreme changes in mood, such as irritability, anxiety, or depression.
• Avoiding social interactions at work.
• Becoming easily agitated or defensive, especially when confronted about behavior or performance.

Performance-Related Signs of Alcohol Abuse at Work

• Noticeable decline in work output or efficiency.
• Failing to meet deadlines or complete tasks on time.
• Increased frequency of mistakes or accidents, both minor and major.
• Difficulty making decisions or showing poor judgment in work-related matters.
• Difficulty concentrating or staying focused on tasks.
• Reduced quality and attention to detail in work produced.
• Receiving complaints from colleagues about the person’s behavior or performance.

How to Deal With an Employee Drinking at Work?

Dealing with an employee who drinks at work requires a structured and compassionate approach, balancing the need for workplace safety and productivity with the employee’s well-being.

Follow this guide on how to handle alcohol addiction at work:

Ensure Safety

If you suspect an employee is under the influence of alcohol in the workplace, first ensure that they are not in a position to harm themselves or others. This is especially important in environments with machinery, vehicles, or other safety-sensitive areas. Remove the employee from any tasks that could pose a risk.

Refer to the Employee Assistance Program (EAP)

Inform the employee about the company’s Employee Assistance Program (EAP). EAPs offer confidential counseling, support, and referral services for various issues, including substance abuse. Encourage the employee to use these services to get help.

Keep a detailed record of the conversation, including the date, time, what was discussed, and any agreed-upon actions. Documentation is crucial for any future steps that may need to be taken.

Intervention if EAP Does Not Work

Consider a formal intervention if the employee’s behavior does not improve despite utilizing the EAP or refuses to use the services. Gather evidence of continued alcohol use at work, such as documentation of incidents, coworker reports, and performance issues.

Plan a formal intervention meeting with the employee involving HR and a supervisor. Approach the meeting with a supportive but firm stance. Clearly explain the potential consequences of continued alcohol use at work.

Disciplinary Action

Depending on the severity and recurrence of the issue, disciplinary actions may range from formal warnings to suspension or termination. Ensure all actions align with the company’s substance abuse policy and employee handbook. Policies should outline the steps for disciplinary action and termination related to substance abuse.

Considerations for a Better Workplace Culture

While work events with colleagues can be a positive element, the presence of alcohol can introduce safety risks and negatively impact productivity. Take these considerations for cultivating a healthier workplace:

• Develop a comprehensive alcohol policy for a safe work environment.
• Leaders should model responsible behavior and promote a safety and well-being culture.
• Plan social events that don’t revolve around alcohol. Offer alcohol alternatives.
• Provide confidential support and resources for employees struggling with alcohol use.
• Promote overall employee well-being through healthy lifestyle initiatives.
• Employees should feel comfortable reporting health issues without fear of retribution.

• Encouraging a workplace culture that does not normalize or encourage excessive drinking.

Drinking at Work − Bottom Line

Addressing workplace drinking is vital for a safe, productive, and compliant workplace. Alcohol impairs judgment and coordination, posing safety risks. Employers should have a clear substance abuse policy with confidential support and training on alcohol use dangers.

If an employee is caught drinking at work, ensure safety, discuss the issue privately, and refer them to the EAP program. Under the Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave for substance abuse treatment.

A balanced approach of support and enforcement helps employees overcome substance abuse issues while maintaining workplace safety and efficiency. This fosters a healthier environment and protects both employees and the organization.

People Also Ask

What does drinking on the job mean?

Drinking on the job means consuming alcohol during work hours, which can impair performance, judgment and safety, negatively impacting both the individual and workplace productivity and environment.

What happens if you get caught drinking at work?

If caught drinking at work, you may face disciplinary action, referral to an Employee Assistance Program or potential suspension or termination, depending on company policy and the severity of the incident.

Is it bad to get drunk before work?

Yes, getting drunk before work is bad. It impairs judgment, coordination, and productivity, posing safety risks and potentially leading to disciplinary action or termination.

Page Sources

1. Mental Health, Alcohol use, and Substance use Resources for Workers and Employers | Blogs | CDC. (2023, October 10). https://blogs.cdc.gov/niosh-science-blog/2023/10/10/mental-health-substance-use/
2. Borrelli, I., Santoro, P. E., Gualano, M. R., Perrotta, A., Daniele, A., Amantea, C., & Moscato, U. (2022). Alcohol Consumption in the Workplace: A Comparison between European Union Countries’ Policies. International Journal of Environmental Research and Public Health, 19(24). https://doi.org/10.3390/ijerph192416964
3. Substance use and substance use disorder by industry. (n.d.). https://www.samhsa.gov/data/sites/default/files/report_1959/ShortReport-1959.html