Originally published February 16, 2017. Updated July 25, 2024.
Alcoholism in the workplace is a serious issue that can negatively impact productivity, safety, and employee morale. As an employer or business owner, understanding how to handle situations involving employees who are drunk at work is crucial for maintaining a healthy and productive work environment.
This blog will cover how to deal with a drunk employee at work, the supervisor’s role, signs to look for, investigation and response strategies, and employee rights. We’ll also discuss how to handle situations where employees are accused or falsely accused of drinking alcohol at work.
Alcoholism in the Workplace
Alcoholism, or alcohol use disorder (AUD), is a chronic condition characterized by an inability to control or stop drinking despite negative consequences. In the workplace, alcoholism can lead to decreased productivity, increased absenteeism, and higher risks of accidents and injuries. According to the National Institute on Alcohol Abuse and Alcoholism (NIAAA), about 14.5 million adults in the United States have AUD, highlighting the prevalence of this issue in various work environments.
The Impact of Alcoholism on the Workplace
1. Reduced Productivity: Drunk employees may struggle with job performance, leading to mistakes and missed deadlines. Alcohol use can lead to lower cognitive function, which can cause confusion and a drop in work performance. Tasks like financial calculations or operating machinery are more likely to have errors when an employee is drunk. Additionally, concentration and precision are affected.
2. Increased Absenteeism: Employees with AUD may frequently call in sick or arrive late to work. Chronic absenteeism can disrupt workflow and place additional stress on coworkers who have to cover for absent employees. This can affect how the team collaborates. It may also lead to burnout for other employees, as they may have to take on additional tasks.
3. Safety Risks: Alcohol impairs judgment and motor skills, increasing the likelihood of workplace accidents and injuries. In environments where heavy machinery or hazardous materials are present, the consequences of an employee drinking at work can be severe. An employee who is drunk on the job may pose a danger not only to themselves but also to their colleagues and the overall safety of the workplace.
4. Higher Healthcare Costs: Employees with alcoholism often have higher medical expenses, which can increase overall healthcare costs for the employer. Frequent medical visits, hospitalizations, and treatments for alcohol-related conditions can drive up insurance premiums and out-of-pocket expenses for the company.
5. Negative Workplace Morale: Alcoholism can create tension and conflict among coworkers, leading to a toxic work environment. Colleagues may feel frustrated or resentful if they believe they are picking up the slack for a coworker who is not contributing fully. Additionally, the presence of a drunk employee at work can create an atmosphere of mistrust and anxiety.
Supervisor’s Role
Supervisors play a crucial role in identifying and addressing alcoholism in the workplace. They are often the first to notice changes in an employee's behavior and are responsible for maintaining a safe and productive work environment.
Responsibilities of Supervisors
1. Observation: Supervisors should be vigilant in observing changes in an employee's behavior, appearance, and performance that may indicate alcohol use. This includes noting any sudden declines in work quality, frequent mistakes, or changes in punctuality.
2. Documentation: Keeping detailed records of any incidents, behaviors, or performance issues is essential for addressing the problem effectively. Documenting specific instances with dates, times, and descriptions provides a clear record that can be referenced during discussions with the employee or if further action is required.
3. Communication: Supervisors should communicate their concerns to the employee in a private and non-confrontational manner. It's important to approach the conversation with empathy and without making accusations. Showing care for the employee's well-being, instead of just focusing on their mistakes, can help improve communication.
4. Support: Providing support and resources, such as Employee Assistance Programs (EAPs), can help employees seek treatment for alcoholism. It can also show employees where they can look for a treatment program. Supervisors should be familiar with the resources available within the company and be prepared to guide employees towards them. This support might include flexible scheduling to accommodate treatment or time off for medical appointments.
Know What to Look For
Recognizing the signs of an employee drinking on the job is crucial for early intervention. Here are some key indicators to watch for:
Appearance
- Disheveled or Flushed: An employee may appear unkempt, with a flushed face or bloodshot eyes. This change in appearance can be sudden and noticeable, especially if the employee previously maintained a neat and professional look.
- Tremor or Sweating Profusely: Physical symptoms like hand tremors or excessive sweating can be signs of alcohol withdrawal. These symptoms may be more pronounced in the mornings or after breaks, as the effects of alcohol from the previous night or earlier in the day wear off.
Speech
- Slurred or Incoherent Speech: Difficulty speaking clearly, otherwise known as slurred speech, or forming coherent sentences may indicate intoxication. This can be especially concerning in customer-facing roles or positions that require clear communication.
Motor Skills
- Impaired Motor Skills: Unsteadiness, staggering, or lack of coordination are common signs of alcohol impairment. Employees might struggle with tasks that require fine motor skills or exhibit clumsiness.
- Swaying When Walking: Difficulty walking in a straight line or swaying can also be indicative of alcohol use. This is a particularly visible sign that can be observed without the need for close interaction.
Other Signs
- Odor of Alcohol: The smell of alcohol on an employee's breath or clothing is a clear indicator of recent drinking. This can be detected during close interactions or in confined spaces like meeting rooms or vehicles.
- Bloodshot Eyes: Red, bloodshot eyes can be a sign of heavy drinking or a hangover. This symptom might be accompanied by other signs of fatigue or malaise, such as yawning or complaining of headaches.
Investigate and Develop an Initial Response
When an employer suspects alcohol use, it is important to conduct a thorough investigation and develop an appropriate initial response.
Drunk, Ill, or Medication?
Sometimes, symptoms of alcohol use can be mistaken for illness or side effects of medication. Employees should have a chance to explain their condition, and employers should not make assumptions without enough evidence.
What to Ask an Employee Suspected of Drinking
When addressing an employee suspected of drinking, ask open-ended questions in a non-accusatory manner:
- "I’ve noticed some changes in your behavior and performance. Is there anything going on that you’d like to talk about?"
- "Are you feeling okay today? You don’t seem like yourself."
These questions open the door for the employee to share any underlying issues, whether they are related to alcohol or other personal problems.
Interviewing Witnesses
If other employees have observed concerning behavior, interview them to gather additional information. Ensure confidentiality and avoid leading questions. Questions should be factual and specific, such as "Have you noticed any changes in [employee's] behavior recently?" rather than "Do you think [employee] is drinking?"
Reviewing Attendance Logs
Reviewing attendance logs can help identify patterns of absenteeism or tardiness that may be related to alcohol use. Coming late often, missing work without reason, or calling in sick on Mondays or after payday can be warning signs.
Reviewing Any Videotape
If the workplace has security cameras, reviewing footage can provide evidence of concerning behavior. This can help confirm or refute suspicions and provide a clear picture of the employee's actions during work hours.
Meeting with the Employee
Hold a private meeting with the employee to discuss your concerns. Be specific about the behaviors you have observed and provide documented evidence if available. It's important to frame the conversation in a way that shows concern for the employee's well-being and the impact on their work.
How Employers Should Handle the Situation if Alcohol Use is Confirmed
If alcohol use is confirmed, it is important to handle the situation with care and professionalism.
Things to Avoid
- Avoid Confrontation: Do not confront the employee in an aggressive or accusatory manner. This can escalate the situation and make the employee defensive or uncooperative.
- Avoid Public Discussions: Address the issue privately to maintain confidentiality and respect for the employee. Publicly addressing the issue can lead to embarrassment and further complications within the team.
Escort the Worker Home
If the employee is drunk on the job, arrange for a safe way for them to get home. This may involve sending a drunk employee home by calling a taxi or asking a trusted coworker to drive them. Ensuring the employee gets home safely prevents potential accidents and shows that the employer is taking a responsible approach.
When to Test?
The employee handbook should clearly outline drug and alcohol testing policies. Testing may be appropriate in the following situations:
- Pre-Employment: As part of the hiring process, to ensure new hires do not have substance abuse issues that could impact their job performance.
- Post-Accident: After a workplace accident to determine if alcohol was a contributing factor. This is particularly important in industries where safety is a critical concern.
- Reasonable Suspicion: When there is evidence or reasonable cause to believe an employee is under the influence of alcohol. Clear criteria for what constitutes reasonable suspicion should be established and consistently applied.
Employee’s Rights
Employees have rights when it comes to dealing with alcoholism in the workplace. Understanding these rights is essential for employers to handle the situation legally and ethically.
ADA (Americans with Disabilities Act)
Under the ADA, alcoholism is considered a disability. Employees with alcoholism can get help at work, like time off for treatment or changes to their schedule. Employers need to work together to figure out what accommodations are reasonable and won't be too difficult for the business.
Employees’ Rights When It Comes to Addiction
- Confidentiality: Employers must maintain the confidentiality of an employee's medical information. Information about an employee's treatment or condition should only be shared with individuals who need to know for legitimate business reasons.
- Non-Discrimination: Employees cannot be discriminated against based on their disability, including alcoholism. Employers must ensure that any actions taken are based on job performance and behavior, not on the employee's status as someone with a disability.
- Reasonable Accommodation: Employers must provide reasonable accommodations to help the employee perform their job duties. This can include flexible scheduling, temporary reassignment to less safety-sensitive tasks, or allowing time off for treatment.
Handling Accusations and False Accusations
Employees may sometimes be accused or falsely accused of drinking alcohol at work. It is important to handle these situations carefully and fairly.
Accused of Drinking Alcohol at Work
If an employee is accused of drinking alcohol at work, follow these steps:
1. Investigate Thoroughly: Conduct a thorough investigation to gather all relevant facts and evidence. This includes interviewing the employee, witnesses, and reviewing any available physical evidence or documentation.
2. Maintain Confidentiality: Keep the investigation confidential to protect the employee's privacy. Avoid discussing the matter with anyone who is not directly involved in the investigation.
3. Provide an Opportunity to Respond: Allow the employee to respond to the accusation and present their side of the story. This ensures that the employee has a fair chance to explain their behavior and provide any mitigating circumstances.
Falsely Accused of Drinking Alcohol at Work
If an employee is falsely accused of drinking alcohol at work, take the following actions:
1. Review Evidence: Carefully review all evidence to determine the validity of the accusation. Look for inconsistencies or lack of corroborating evidence that may indicate the accusation is unfounded.
2. Address the Accusation: Address the false accusation with the employee and take appropriate actions to clear their name. This may involve issuing a formal statement clearing the employee of any wrongdoing and addressing any damage to their reputation.
3. Prevent Future Accusations: Implement measures to prevent future false accusations, such as clear policies and training for supervisors and employees. Educate staff on the importance of evidence-based reporting and the consequences of making false accusations.
Falsely Accused of Smelling Like Alcohol at Work
Sometimes, employees may be falsely accused of smelling like alcohol at work. In such cases, it is important to:
1. Investigate the Claim: Investigate the claim thoroughly to determine if there is any merit to it. This includes interviewing the employee and any witnesses who reported the smell.
2. Discuss with the Employee: Have a private discussion with the employee to understand their perspective and any potential reasons for the misunderstanding. This could include discussing any personal care products or medications that might be causing a similar smell.
3. Document Findings: Document the findings of the investigation and take appropriate actions based on the results. If the accusation is found to be false, ensure that the employee's record reflects this and take steps to prevent similar misunderstandings in the future.
Can You Dismiss an Employee for Being Drunk at Work?
Yes, you can dismiss an employee for being drunk at work if it breaks company rules and risks safety and productivity. However, you must follow due process and document all actions to ensure the termination is fair and legal. This includes giving the employee a chance to explain their behavior, offering support and treatment options, and by ensuring that the decision is based on documented evidence and consistent application of company policies.
Addressing employees who are drinking alcohol on the job is a challenging but necessary task for employers and business owners. By understanding the signs of alcoholism, knowing how to investigate and respond to suspected alcohol use, and being aware of employee rights and accommodations, employers can create a supportive and productive work environment. Implementing clear policies and providing resources like EAPs can help employees struggling with alcoholism get the help they need while ensuring the safety and productivity of the workplace.
Termination
If an employee doesn't meet the terms of a last-chance agreement or if their alcohol use still harms the workplace, termination might be needed. When terminating an employee, it's crucial to follow company policies to ensure the process is fair and legal. This means documenting all steps, giving clear reasons for the termination, and offering support for the transition, like outplacement services.
Managing alcohol use and drunk employees at work is essential for maintaining a safe and productive environment. Recognizing the signs, conducting thorough investigations, and respecting employee rights are key steps. FrankCrum is here to help guide you and your business if you believe you have staff drinking at work. Our team of HR Experts is ready to assist you in addressing these issues effectively.
