This week I had a difficult conversation with a client who required support with an employee struggling with problem drinking. Often line managers feel unable to support employees who have drinking problems and need some guidance on how to manage the situation.
People are generally more aware of their health and problem drinking has been on the decline in the UK, but for many people the consumption of alcohol exceeds the recommended limits. According to the Government, an estimated 10 million people in the UK regularly exceed the Chief Medical Officer’s low risk drinking guidelines. Alarmingly it has been reported that 600,000 people are dependent on alcohol. Worryingly 84% of this cohort of individuals with alcohol dependency are not receiving treatment.
Problem drinking is often the most common type of alcohol related behaviour, and it is something that can impact someone’s performance when at work. The definition of problem drinking is when someone uses alcohol which negatively impacts health and life, but no psychological or physical dependence is present. There is often a link between alcohol consumption and mental health and problem drinking can often occur when someone is experiencing some form of mental health condition.
The side effects of problem drinking can be impactful to people’s everyday lives as well as health. Some of the health issues related to problem drinking include, low mood, poor sleep anxiety and can put individuals at significant risk.
The case I have been supporting a client with involved an employee who was showing signs at work of lethargy, not being able to process information and becoming anxious and aggressive around work colleagues. It is known to the employer this person drinks heavily due to personal and mental health problems, so the employer was aware of the signs.
This clearly presents challenges for an employer, particularly in a nursery setting, where safeguarding and protection of children is paramount. Clearly you will need to implement and follow stringent procedures to manage this type of situation, including suspension if it is deemed the safety of children or colleagues would be compromised. Random drug and alcohol tests can also be conducted to monitor employees whilst at work.
Problem drinking can become a habit that an individual continues to engage in. This could have significant, long-term impact to their health and wellbeing. Employers need to have the right support in place and know how to help employees who find themselves in this position. It has been estimated 1 in 7 of the UK workforce are problem drinkers, which could impact performance and their ability to work in the long-term.
Steps you can take to support your workforce
One of the most important ways to support your employees is by keeping in regular contact with them and ensuring there are 121 meetings scheduled, reminding them of the importance to take breaks and ensuring they are prioritising their wellbeing. They should feel safe and know they can talk to their line manager about any concerns they may be having. Keeping communication channels open is critical, ensuring people feel included and never isolated.
Make it clear to your employees’ what support is available. If you have an employee assistance programme available, then make sure your employees are aware of it and are encouraged to access it to get the support required. Sign post them to external mental health organisations and provide guidance and help on specific organisations who can support employees with their drinking habits such as (Alcoholic Anonymous and UK SMART Recovery).
Reminding employees to speak with their GP’s if they need medical support is often a good place to start. Line managers should have information and policies available to help guide them and provide the support their employees need. They should be able to identify potential signs of problem drinking and be equipped and confident to approach employees to discuss and support them through the situation.
At the Nursery HR People, we have a Drug and Alcohol Policy available for you to purchase, along with coaching packages that can train line managers on how to handle situations such as this.
For further information, and to request a no obligation conversation about supporting your employees, please contact us today.
01509 833 121
With best wishes
The Nursery HR People Team